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Wellness Vendor Definition of “Empathy”

Recently I pointed out how Wellsteps’ Troy Adams feels about overweight and obese employees and how they got that way: “It’s fun to get fat. It’s fun to be lazy.” Those who read that post may recall it received quite a number of comments, which I helpfully added right to the post.

While Mr. Adams is an extreme example, it came to my attention — and to Jon Robison’s attention — that other wellness vendors have been equally dismissive and disrespectful of employees, using words to describe them more appropriate to herding animals.  Jon and I just posted a Linkedin Pulse on this topic.

PS  I’m sure there are coaches — and I am pleased to know many of them — who would never say things like this about their clients.  If you are one of those coaches, feel free to identify yourself as such on the Pulse.

 

Nebraska’s Award-Winning Wellness Program Meets an Ignominious Demise

No program epitomized conventional “pry, poke and prod” wellness more than Nebraska’s state employee wellness program.  And by that of course I mean no wellness vendor has ever lied about outcomes more blatantly or won more awards than Nebraska’s state employee wellness program vendor, Health Fitness Corporation.  (Blatantly lying about outcomes and winning Koop Awards, in the immortal words of the great philosopher Frank Sinatra, go together like a horse and carriage.)   Their big mistake was admitting it.  (See the timeline link.)

Not to mention the cover-up of the lies, that Ron Goetzel and his Koop Committee friends botched so badly that the state’s HR team and procurement department could no longer do the Sergeant Schultz thing.  I guess now, finally, Mr. Goetzel will stop referring to this program as a “best practice.”

The complete timeline, including all the screenshots, “best practice” references, and the cover-up, is here.

Now, the program is officially dead.  It was close.  On October 1, we thought we had lost:

nebraska award to hfc

But then last week, following a number of behind-the-scenes conversations and finally a bit of googling by the state:

Nebraska rejection

In other words:

victoryismine

The Best-Ever Argument for Ending Corporate Weight Loss Challenges

You may be paying employees to do exactly the opposite of what you want them to do: you may be dramatically increasing their risk of heart attacks and dying, instead of reducing the odds, which are already very low.

Consumer Reports has discovered a dangerous drug, a molecule closely related to the banned ephedrine, in many weight-loss and performance enhancement supplements sold over the counter. Ephedrine was responsible for the death of a Baltimore Oriole, and has been implicated in other cases as well.

This drug is not found in most weight-loss supplements.  The worst you can say about most weight-loss supplements (which don’t need FDA approval because they aren’t “drugs”) is they are worthless, but not harmful.

By contrast, these other supplements shouldn’t be allowed to be sold at all…and yet they are among the most popular of all weight loss aids. Why? Because they “work.”

The fact that they work is precisely why you shouldn’t be running weight-loss contests.  Putting money on the line for weight loss is one excellent way to encourage people to do things — and in this case, take things — that they wouldn’t take if left to their own devices.

The obvious way to avoid this problem in the first place is simply not to hold weight-loss “challenges.” Regardless of what ShapeUp and Wellness Corporate Solutions say to protect their revenue streams, these contests are a fabulously stupid idea to begin with. “Weight-cycling” may be hazardous to health and is certainly not beneficial to it.  However, if for some reason you feel compelled to run this type of contest — perhaps because a Healthywage salesperson sold you on it without mentioning the hazards — you need to ban drugs containing the specific ingredient(s) named in the report.

An if there is enough money on the line (and these days there needs to be, in order to get employees’ attention), naming the banned drugs may paradoxically increase their attractiveness. Therefore you would have to do blood tests to enforce this ban. And of course once you start paying for drug testing, on top of what you pay to HealthyWage or ShapeUp, the magnitude of your negative ROI is multiplied.

Which brings me back to the original point: why do these contests at all?  Surely there is some wellness activity you can run that won’t harm employees and isn’t worthless. Not harming employees doesn’t seem like too high a hurdle for a wellness program.

Here is a random suggestion: try Quizzify instead. No one has ever been harmed learning how to avoid being harmed.

 

The Story of an Employee Who Benefited from Wellness

It has, of course, been proven that corporate wellness has not accomplished anything, as measured by the consensus endpoint — one of the few things HERO and I agree on — of admissions for wellness-sensitive medical events.

Along with the lack of benefit, conventional wellness has a downside: occasionally we post stories of employees complaining about how bad their wellness program is — three complaining specifically about the Cleveland Clinic’s program just last week.  Plus, Optum and others have admitted to deliberately flouting clinical guidelines, which is no way to improve employee well-being.

Yet it wouldn’t be fair to say employee wellness has benefited no one. An employee has stepped forward to say how much he benefited from none other than the much-maligned Penn State wellness program.  That employee would be the none other than the employee who led the wellness revolt, Professor Matthew Woessner, this week elected Chair of the Penn State Senate.

Usually this would be big news at least locally, but Bernie Sanders held a rally on campus the same day, and so the Senate election news got fawcetted. (To be “fawcetted” is to have your news event bumped off the front page by a bigger news event, as when Farrah Fawcett died hours before Michael Jackson. I invented the word, and it’s really gone viral. Not.)

Though Matthew was already a member of the Penn State Senate at the time of the wellness revolt, he taught at and represented the Harrisburg campus. This was not exactly a high-visibility posting   Most people — likely including some at Penn State itself and certainly including me — hadn’t even known there was a Harrisburg campus. So needless to say he didn’t exactly command a bully pulpit.

But when the University’s wellness program was announced–stealthily, in the summer of 2013, timed so that no one would be paying attention–Matthew and a few colleagues sua sponte sprung into action.  Allied against the combined forces of the university administration, Highmark and Ron Goetzel (and with a soupcon of help from moi-meme), Matthew was able to get Penn State to rescind what would have been one of the worst programs in wellness history.  Clearly his Senate colleagues–and the Penn State faculty as a whole–were quite appreciative, as this near-debacle remains fresh in their minds more than two years later.

The proposed Penn State program also flouted clinical guidelines, but that was just the beginning.  For reasons that shall remain one of life’s little mysteries, like whether there was a second gunman on the grassy knoll or how they get the stripes into toothpaste, it laser-focused rather lasciviously on employees’ privates — prostate exams and testicle checks, plus a plethora of questions involving ladyparts. For instance, refusing to disclose pregnancy plans could cost a female employee $1200.

Ultimately, it was that last question that rallied the employee base.  In a videotaped session, the Highmark representative said the reason for this fine was so Highmark could “help” employees who were planning on becoming pregnant. Jon Robison often refers to programs as “Wellness or else.” This was: “Let us help you or else.” As an analogy, imagine a Boy Scout threatening to mug a little old lady if she didn’t let him help her cross the street.

Ironically, if Highmark and Mr. Goetzel had given this pregnancy issue any thought, it would have occurred to them that by definition women who are planning pregnancies don’t need the “help.” It’s women who find themselves pregnant by accident who would benefit. So this question would have led to Highmark “helping” exactly the wrong women, while ignoring exactly the right women.  Even in wellness, a 100% failure rate is a little on the high side.

Matthew’s contribution cannot be understated. Ohio State was going through the same issue at the same time.  Their faculty and staff also hated their impending “pry, poke and prod” wellness program, but without a natural leader like Matthew, they were forced to cave.  Who says you can’t have controlled experiments in wellness?

I know it’s not always about me, but Matthew also attended the “Great Debate” in November.  (I will be finally be posting the tape of that soon. This being the wellness industry, with one shock-and-awe event after another, my debate posting keeps getting fawcetted.)   Under withering criticism from Matthew and myself, Ron ran away from his Penn State program as fast as possible, until we pointed out he was in the room for the press conference on Penn State’s “taking the offensive in the wellness controversy,” unless that was a different Ron Z. Goetzel.

Penn State’s Culture of Health

You want culture of health?  At the same time this program was being announced, the campus bakery announced an expanded selected of pastries and desserts for the upcoming academic year.  Plus, the faculty, staff, and spousal access to fitness facilities was surprisingly constrained, given that the facilities were already in place.  For less than the cost of the wellness program, the administration could easily have waived fees and other access restrictions.

The Future of Penn State’s Wellness Program

Academia being a highly deliberative and process-oriented field, there are a lot of steps between being elected and actually taking office.  Matthew will be chair-elect for a year first. So it might take 12-24 months to effect any changes in this arena, but it wouldn’t surprise me if someday the university’s program is so good that I end up writing a major article highlighting exactly the opposite about Penn State vs. what I’ve posted in the past.

That is, assuming yet another wellness vendor debacle doesn’t fawcett it.

 

 

Wellsteps: Employees are fat because “it’s fun to be fat”

Wellsteps may be best-known for insulting the intelligence of its customers, by writing outcomes reports that show costs going up and down at the same time, and creating “ROI Models” that anybody can see are blatantly fabricated.  However, their customers deserve what they get.  No one is forcing them to retain Wellsteps. For example, if the Boise School District can’t figure out they got snookered, they need to go back to school.

On the other hand, overweight and obese people, like perhaps 2/3 of Boise’s teachers, who find themselves forced to submit to these programs at the pain of significant financial forfeitures, don’t have the option of firing Wellsteps or even walking away from them. In order to avoid forfeiting money, they must agree to be coached by a company that just announced that the reason people can’t lose weight is that: “It’s fun to be fat. It’s fun to be lazy.”

And: “Not everyone likes the taste of fresh fruits and vegetables, they would prefer chocolate, soda, and Cheetos.”

These lines were penned by Wellsteps’ Troy Adams, who proudly asserts as his qualifications that he “spent 11 years in college as a student and another 20 years as a professor.”

Wellsteps Apologizes

After a while, Mr. Adams realized that letting employees know how they really feel was a bad idea, so he went back in and removed the first line. He then apologized for Wellsteps’ insensitivity and complete lack of understanding about wellness.

Haha, good one, Al.

Obviously they didn’t apologize.  To paraphrase the immortal words of the great philosopher Ryan O’Neal or maybe it was Ali MacGraw (I wouldn’t know because about halfway through the movie, I had to leave the theater to go puke), being a wellness vendor means never having to say you’re sorry.  They just did the Ron Goetzel thing where you go back in and quietly doctor the original once you realized how much trouble you could get into by leaving the original original up.  (The difference is, Ron does that with other people’s originals. At least Wellsteps only did it with their own.)

The Comments Say It Best…

Wellsteps didn’t exactly have an epiphany.  They removed the line following scathing comments to the post. Adele Hite wrote:

This is reminiscent of arguments that the unemployed just don’t want to work (it’s fun to be poor! sleep late every day!). I thought we gave that up for more enlightened thinking, but I guess I was wrong.

Another health educator, Erica Thomas, wrote:

This article is appalling. “Fun to be fat”, “fun to be lazy”?! How do you conduct business with that mindset?

A third wrote:

Dear Mr. Adams, Do you truly believe that getting fat is fun and pleasurable? Have you ever been around anybody in this culture who has gotten fat? Do you truly believe that will power is all there is to the issue of fat?

The Regulators Will Sanction Wellsteps (not)

Yes, of course the comments are right, but there’s nothing we can do about Wellsteps.  They will remain prominent on the Koop Award Committee (where the key qualification is having no qualifications) and of course the Health Enhancement Research Organization. There won’t be any sanctions by regulators because this industry is completely unregulated. Wellsteps can continue to pitch this line to unsuspecting employers as long as they can get away with it, and as long as employers don’t care about the morale of the 2/3 of employees who are overweight or obese.

As for Mr. Adams, his total lack of contrition indicates that there is no chance he has learned anything from this episode.  Ah, well, to paraphrase the immortal words of the great philosopher Bluto Blutarski, 11 years of college down the drain.

One More Nail in the Wellness Industry Coffin

The wellness industry coffin already has enough nails in it to have created its own gravitational field, which sucks the intelligence and integrity out of all except a very few vendors.

All those nails need to make room for another one: the most egregious case of “publication bias” in the history of nutritional science, casting doubt on a great deal of corporate wellness dogma.

Bottom line: We can add vendor dietary advice to the ever-expanding list that includes PSA tests, annual checkups, BMIs, biggest-loser contests and a whole lot of other misinformation that vendors have been charging us for (yet somehow claiming savings on) lo these many years.


 

First a bit of background. A researcher named Ancel Keys was the founder of the saturated-fat-will-kill-you camp.  As described in Nina Teicholz’s The Big Fat Surprise, he excelled at suppressing the findings of, and blacklisting, researchers whose conclusions opposed his. (This, of course, is exactly what the Health Enhancement Research Organization often tries to do to me–but not often enough as far as I am concerned.)

Dr. Keys was in a pickle. His own co-authored study — that rarity of rarities in nutrition, a controlled study over a long (54-month) period using a large sample size — found exactly what his critics had been saying: substituting polyunsaturated vegetable oils for animal fat increased, rather than reduced, the death rate.

Worse, the substitution also reduced cholesterol–meaning that use of cholesterol levels as a proxy for health was out the window. And worst of all, the more the subjects’ cholesterol declined, the higher their risk of death.

So naturally he suppressed his own study, much to the chagrin of the lead author.

Fortunately, the lead author kept all the data, and it was recently discovered in his son’s basement. Sharon Begley wrote it up last week in STATNews.  I’d urge everyone to read the whole article.  It doesn’t prove that saturated fat is good for us, but it does prove that it’s time to stop assuming that it’s bad for us. Likewise, it doesn’t prove that cholesterol doesn’t matter but it does prove that wellness vendors need to stop obsessing with it.

It’s not just that the study was excellent.  Plenty of excellent studies have reached the same conclusion. What makes this one the most compelling addition to the saturated-fat-is-not-the-villain genre is this: it was conducted by someone trying to show the opposite–the most powerful type of conclusion.  (In that same vein, we’ve been able to show that the wellness industry’s participant-vs-non-participant study design is completely invalid merely by reporting results from wellness true believers mistakenly thinking they showed the opposite.)

So What?

The implications for the wellness industry are staggering.  First, they need to stop micromanaging employee diets. Sure, you can encourage them to exercise and make smokers pay a premium if they don’t take steps to quit…but leave people’s diets alone (except for sugar).  There is simply too much controversy out there to present controversial hypotheses as facts, cajole employees into going along with the dietary fad of the month, and then let the vendor make up outcomes proving that they saved money.

Second, beyond cutting way back on sugar (a substance that ironically Dr. Keys was perfectly fine with despite overwhelming evidence to the contrary even back then), there is no best diet. The effect of dietary composition must be minor, and/or it varies by individual. Otherwise an effect would have shown up by now.  It took about 100 patients for doctors to conclude smoking causes lung cancer. A famous study needed only 180 people to show very high blood pressure caused strokes.  Meanwhile regarding saturated fat, we have humongous numbers of observational and controlled studies, and country-to-country natural experiments, with basically nothing to show for them other than conflicting hypotheses.

And yet thousands of companies are paying wellness vendors to browbeat employees into eating less saturated fat.

Third and most importantly, this study was suppressed by its own author. It makes you wonder how many studies that show exactly what we’ve already proven — that wellness loses money — have also not been published because the investigator didn’t like the result.

Or, the publisher didn’t like the result.

The American Journal of Health Promotion and the Journal of Occupational and Environmental Medicine make it a point to only publish positive findings. Between them they have published precisely three negative articles, not including the ones they’ve misinterpreted as positive but were obviously negative, like Aetna’s.

One of the three was a highly favorable review of Cracking Health Costs, which JOEM had to publish because a member of their advisory board wrote it. Another was by Debra Lerner, which they had to publish because it was Debra Lerner. And the AJHP has only published one, which Michael O’Donnell later spent 2000 words walking back after he realized that admitting “randomized control trials show negative ROIs” was probably not the best choice of words if your entire career is dedicated to showing wellness is good.

Even studies published in Health Affairs, invariably showing no benefit of wellness, always seem to include a spin on the findings if they are published by wellness apologists:

The bottom line: aside from substituting water for soda and getting rid of as much sugary stuff as possible, changing employee diets probably isn’t going to matter much, and certainly paying/fining them to make those changes is a waste of time and money.  Smoking and exercise should be the focus.

Most importantly, the focus should be on creating a workplace that makes employees happy to be there, a goal that seems all but forgotten in the rush to “show savings” that don’t exist.

Cleveland Clinic’s Michael Roizen Shows How Wellness Impacts Performance

The April 15 “Is Wellness Hazardous to Your Well-Being?” conference at Case Western Reserve School of Law featured an excellent presentation by RAND’s Soeren Mattke on the futility of wellness programs.  As usual, he graciously bent over backwards to give wellness programs the benefit of the doubt, generously assuming that non-participants can be a control group for participants.  Even so, of course, lifestyle management (meaning “pry, poke and prod”) programs lose money, according to RAND research.

In addition to the prepared slides, he noted off the cuff that RAND’s own wellness program costs RAND $150/employee/year.  “Get rid of this silly program and give us the $150” is his advice to them.

Next, the Cleveland Clinic’s Michael Roizen defended wellness programs, based on Cleveland Clinic’s own allegedly incredible results.

He presented many data-driven slides, railing against, among other things, saturated fat.  Mostly, he talked about the great results they have seen in their own employees.  The 48,000 employees employees of Cleveland Clinic have lost 445,000 pounds. (He said that worked out to 2.5 pounds per employee.)  Most importantly, employees aren’t burned out any more.  Their stress levels are incredibly, massively, mind-bogglingly down.  Cleveland Clinic could literally have the best wellness program in the country.  So their employee performance must be spectacular.

Yes, their performance is spectacular enough that Leapfrog Group rates the flagship hospital a “C” — among the lowest scores in the region.

cleveland clinic

It may be just a coincidence. Or it may be that Cleveland Clinic stresses out their employees so much trying to get them to claim that they’ve reduced their stress that their job performance is impacted. Or perhaps their policy of not hiring smokers even if they are the best candidates plays a role.

Or maybe if they put half as much effort into error reduction as they put into wellness, they could increase their score to a “B” or an “A”.

Or maybe, to use a classic wellness vendor argument (employed by Optum’s Seth Serxner), if it hadn’t been for their wellness program, they would have gotten D’s.


 

Soon after I posted this, a Cleveland nurse (who identified herself to me but would probably prefer not to be named) says:

Oh they do way more than not hire smokers. They don’t hire nurses or other bedside caregivers if their BMI is above a certain point. Annnnd they’re currently in a huge nursing shortage.


 

Yet another employee has come forward, once again identifiable to me but preferring not to be identified. She says everyone in her department laughs at this program. “I loathe ShapeUp” she says, apparently having seen our expose of them.

Another (identified) person seems to have found this on Facebook and says she knows of two people fired after their physical for non-bedside positions.

Connecticut State Employee Wellness Program Wins by Losing

If you are just joining us from the NYT this morning (10/24) also see how a wellness vendor made Boise School District employees sicker...and then lied about it.


The Connecticut state employee wellness program is so bad that I am embarrassed even to live in a bordering state.  They lose money, harm employees, and brag about it.

Losing Money

Let’s briefly review the history of the wellness industry. First, wellness was good because it saves money.

Once we blew up that claim, the wellness industry started saying “Forget about ROI. It’s all about VOI.” But it turns out that VOI is negative, according to both the Health Enhancement Research Organization (which lists 11 types of indirect costs of wellness) and the American Journal of Health Promotion (which admits that employees have to use 4% of their work week to exercise in order for productivity to increase 1%).

Now, as described in the prestigious journal Health Affairs, wellness makes healthcare spending go up above and beyond what is spent on wellness itself.  And, remarkably, losing all this money is somehow — to use the exact words of the Connecticut Comptroller, Kevin Lembo — “a good thing” because it means people are getting more checkups. Or, as the study’s lead author, Richard Hirth, says: “Some increased spending in the early years isn’t surprising.”

Harming Employees: Checkups, and Mammograms for Young Women

Checkups are included in Choosing Wisely’s compendium of low-value services.  Along with Choosing Wisely (a joint venture of Consumer Reports and the American Board of Internal Medicine), there’s the New England Journal of Medicine and the Journal of the American Medical Association.  

The Choosing Wisely guideline is copied-and-pasted at the end of this post. Choosing Wisely lists many good reasons to go to the doctor. Being fined if you don’t, as happens to Connecticut employees, is not among those good reasons.

No wonder increased spending “isn’t surprising,” Mr. Lembo. You’re sending employees to get useless checkups under duress. What did you think was going to happen?

It could be worse.  A lot of programs require checkups annually. Connecticut’s program requires them less often under age 50.

The other low-value service: mammography for young women. The US Preventive Services Task Force suggests that mammograms start at age 50, but that women in their 40s might possibly consider them. Connecticut requires one before age 39.  This is pure harm.  Ironically, the state does not require them in one’s 50s, where they might actually be helpful.

It’s been definitively established that getting routine mammograms in one’s 30s is a bad idea. The false positives and risk of radiation exposure (trivial on one person but the state is ordering x-rays on thousands of people) overwhelm the likelihood of an “early detection” of a meaningful tumor, while creating a noticeable likelihood of finding a “suspicious” but ultimately inconsequential lump that then has to be followed up for no reason.  The books Overdiagnosed and Seeking Sickness: Medical Screening and the Misguided Hunt for Disease might be good reading for Mr. Lembo.

Unless someone is at high genetic/family history risk (in which case the mammogram wouldn’t be classified as a “screen”), mammograms in one’s 30s are so inadvisable that the USPSTF doesn’t even bother to recommend against them, because it never ever occurred to the USPSTF that anyone would advise them, let alone require them.  And yet, Connecticut does. If you don’t believe anyone could come up with such a dumb idea, the screenshots — the state “prevention” schedule and USPSTF screenshot — are at the bottom of this column.

Oh, and Connecticut employees who value their health enough to want to actually follow guidelines– meaning not subject themselves to harmful overdiagnosis and overtreatment–could be penalized up to $1200/year.

Fortunately, doctors are allowed to formally exempt people from this requirement if they ask nicely. However, people who don’t ask are in trouble: doctors often find it easier to simply order a mammogram when asked than to try to explain why it’s a bad idea.  And the whole concept of overdiagnosis and false positives is a tough one to communicate in a 12-minute office visit.  That’s why we have Quizzify, of course.  But the state of Connecticut doesn’t use it.

Connecticut is a perfect example of why Quizzify isn’t already in the Fortune 500: We are advising employees to avoid low-value services, but the marketplace is much more receptive to a message of embracing low-value services.

Fuzzy Math: Study Authors Tip Their Hands

It’s amazing the outcome was as negative as it was, considering that the authors of the Health Affairs study, have that exact agenda: embracing low-value services.  Mr. Hirth runs the Value Based Insurance Design Center, whose whole purpose is to implement this type of overdiagnosis/overtreatment program, notwithstanding all the evidence to the contrary.

Hence the study’s conclusions out of thin air:

  • The authors noted ER visits dropped 10%, but didn’t fully attribute the drop to the extra low-value services employees were required to get. Maybe, they allowed, the drop might possibly be attributable to the state instituting its first-ever actual co-pay ($35) for ER services.  Holy Economics 101, Batman!
  • “People are taking their medications rather than going to the emergency room.”  Yes, at great expense they waived a ton of co-pays for everyone…and got about 1%-2% more people to fill prescriptions. I haven’t done the exact math and neither did the authors, but I suspect each extra bottle of pills probably cost taxpayers about $1000 in waived co-pays for the other 98%-99% that would have been filled anyway.  And it’s not quite clear how 1% more people taking pills creates a 10% drop in ER visits.
  • They make references to “improved health and productivity,” without measuring it.  I know when I come back to the office after getting a useless screen that shows a false positive, the first thing on my mind is increasing my productivity.
  • They redefine these low-value services like checkups as “high value services”.

Where Does Connecticut Go from Here?

As a first step, Mr. Lembo would be well advised to hook his computer up to the internet.  Once he realizes he has been snookered by his consultants, there is a way out: he can work with his union counterpart to dismantle the low-value portion of this program and share the savings between labor and taxpayers.

Because in fact there is a surefire way to get an ROI on a wellness program: Get rid of it.


 

CONNECTICUT SCREENING GUIDELINES

connecticut screening guidelines

USPSTF MAMMOGRAPHY RECOMMENDATIONS

uspstf mammography

CHOOSING WISELY ON CHECKUPS:

choosing wisely checkups

Say “Goodbye” to the Wacky Notion of Disclosing Employee Weight to Shareholders

Corporate Wellness just eviscerated the proposal that employers should disclose employee weight to shareholders.

The thing about this head-scratching proposal — and if you guessed that it originated with Ron Goetzel as a way to justify the existence of wellness vendors, you get how this industry works — is that it is such a bad idea that I didn’t even have to criticize it. I merely questioned it.  Just reading the questions in this article would be enough for 99.9% of CEOs to decide they want nothing whatsoever to do with it.  (The other 0.1% run wellness companies.)

And no HR executive, upon reading these questions, would even dare breach the notion with the C-suite, fearing these questions would be asked and knowing these questions are unanswerable.

Further, the format of just asking questions fit Corporate Wellness needs.  They were kind enough to allow me to write an article for them knowing that many vendors get apoplectic at the mere mention of my name, let alone my appearance in their widely read publication.  I reciprocated this kindness by writing an unopinionated article.

By the end, though, I couldn’t hold back.  In an industry known for its dumb ideas, this proposal to disclose employee health metrics to shareholders is one of the dumbest. And the dumbest of all metrics included in this proposal would be depression.  In this case I did offer an opinion:

Just say no. It would be impossible to estimate the number of depressed employees in a manner accurate enough to withstand an audit. [And review by outside auditors is a key part of this proposal.] The task of determining who is depressed would involve highly intrusive and costly assessments by others, or else self-assessments that almost beg to be completed with misinformation. Many employees who are depressed don’t know it and others aren’t going to admit it.

I personally find it depressing that this proposal would even be on the table.  After you read about it, I think you’ll agree.

 

 

The Hidden Costs of Workplace Wellness: A Wake-Up Call for HR

I’d encourage everyone to take a looksee at this article in Insurance Thought Leadership.  Not just because I wrote it (though that too) but because it will open your eyes to a whole series of hidden costs of the current wellness mania.

Among the problems of wellness is that it is a full-time job. Getting employees to eat more broccoli, weight-loss “challenges,” dealing with appeals and complaints, policing vendors, holding “health fairs” etc.  Not to mention all the math involved in incentives/penalties. Catching the cheaters putting the Fitbits on their poodles.  The list goes on and on.

As a result, a bunch of other things go unnoticed:

  • Massive numbers of unnecessary surgeries
  • Hospital errors
  • Dishonest PBMs
  • Employees getting snookered by providers (or demanding low-value care)
  • Opioid addictions

Addressing all of those is ultimately much more fruitful for you — and beneficial for employees — than wellness, but there simply aren’t enough hours in a day to do it all.  This article will get you started on a focus strategy…and then future articles will help you hone in on what really does make a difference.

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