ASTEW The Wellness Companion
Astew–π to complete your wellness circumference
Small Changes Today Delivering Promise For Tomorrow
69% of employers provide wellness programs, yet employee participation rates hover under 24%
There are over 4 billion square feet of commercial office space in America. Over 9 million people find employment in commercial offices across America. Unfortunately, Americans’ health lags far behind are peer Countries.
Wellness one part of wellbeing is an integral factor in improving one’s life. Employer wellness programs are designed to assist employees in achieving healthier lifestyles, thus placing employees on the path to wellbeing. Unfortunately, lifestyle changes, even when financial incentives are offered, have proven to be arduous to achieve.
Desire, Commitment, Action
Experience has shown us that lifestyle changes require three main components to be successful.
Desire: The acknowledgment that a change is personally beneficial.
Commitment: Best defined as one’s willingness to embrace a strategy.
Action: Walking the path to a healthier lifestyle.
Experience has also shown us that changing habits are emphatically more difficult without an overwhelming desire.
Psychology tells us that changing habits is an exhausting endeavor unless the change is achieved in small steps with recognizable benefits readily attained.
As a Wellness companion, we introduce or more precisely reintroduce previously learned habits that we have neglected as we become adults that place us back on the path of wellbeing.
Health and Wellness
Human resource managers recognize the intrinsic value that wellness programs provide for assisting employees in their quest towards achieving wellness on their path to wellbeing. The multigenerational workforce presents some unique challenges when designing and implementing employee engaging wellness programs. Currently, millennials are fifty percent of the workforce. Within the next five years, millennials will make up seventy-five percent of the workforce. Generation Xer’s makes up thirty-six percent of the workforce, the boomer generation makes up around nine percent, and the newest generation to enter the workforce Generation Z makes up five percent of the current workforce.
Millennials, the largest participating generation in the workforce, are, unfortunately, far less healthy than the generations they are replacing. The overall health of the millennial generation begins to decline after the age of twenty-seven much earlier than prior generations. Generation Z, the most extensive current generation, is statistically less healthy than the millennial generation. These realities amplify the importance of discovering not only new ways to increase employee participation in wellness programs but developing techniques to ensure they successfully retain their commitment.
Let’s take a closer look
25,000 Square Foot, Commercial Office Space Single Occupancy 100 Employees. Service-Based Financial/Insurance
Employer wellness programs are designed to achieve a variety of objectives, including lower healthcare costs, as well as higher rates of productivity.
Historically, employers believed that for every dollar invested in the employee wellness program, they could expect a return on investment (ROI) of three to four dollars. Although this expectation is attainable when applied to participating, employees, researchers have now shown that when the full investment is considered, the ROI is negative.
Studies show that this condition exists, negative ROI due to the low level of employee participation in the wellness program. Average employee participation rates are less than twenty-four percent; studies conclude that increasing participation rates will reverse the result.
Instituting established percentages, fifty employees are from the millennial generation; on average, twenty-six percent will participate in the employer wellness program most will gravitate towards the physical fitness incentive-based aspect of the program. However, over seventy percent of this group, the 26% of participants are already committed to a healthier lifestyle. Thus of the thirteen employees participating in the employer wellness incentive-based program, nine already pursue a healthy lifestyle.
Generation X employees will participate in the employer wellness programs at a rate of twenty-four percent, nine members of this group. However, as members of this group are more likely to be managers and supervisors, their participation level is weighed against the perceived impact that their participation will have on their ability to maintain managerial distance from those they manage. Additionally, over sixty percent of this group is already committed to a healthier lifestyle. Thus the program encourages three additional members of this group.
The boomer generation is generally the most significant group focused on improving their health as it relates to a chronic condition. This group of employees has a participation rate that averages around twenty percent, one to two members of this group will take advantage of the wellness program.
The challenge Human Resource Management faces is how to increase employee participation levels beyond the employees in the multigenerational workforce that are already committed to a healthier lifestyle.
As this example illustrates and research now confirms, seven to ten percent of the workforce is re-examining their life-choices and actively participating in the employer wellness incentive-based program; in this case, seven employees not enough to provide a positive ROI. Encouraging employees that are not predisposed to changing their lifestyle is the challenge. ASTEW Fundamental is a catalyst to achieve the objective of increasing participation and reversing the negative ROI to a positive ROI.
Analysation supports reintroducing healthy lifestyle habits that are generally neglected as we become adults; this approach produces a sixty percent participation rate across the multigenerational workforce. These small steps result in a measurable reduction in conditions that negatively impact our daily health, such as allergies, migraines, common cold, and flu, in addition to flare-ups of chronic diseases such as asthma and other environmentally trigged chronic conditions.
Behavioral Science has proven that reintroducing already learned habits is more comfortable to embrace when attempting to replace negative behavior; additionally, identifying and reinforcing small beneficial achievements will continue to encourage growth towards more substantial gains.
What is achieved by adding ASTEW Fundamental to the existing wellness program backed by thirteen years of research?
Drop in the spread of the common cold, reduction in environmentally triggered migraines, allergies, asthma, as well as an increase in mental wellbeing. Results in real numbers are a minimum of $184,804.00, in increased productivity annually. What effect does ASTEW Fundamental have on healthcare costs? Considering that prediabetes in the United States is estimated to be 33% of the adult population, constituting 86 million adults. Preventing the occurrence of diabetes through lifestyle management is predicted to save $2,671.00 per year per incident; applying the national numbers, we can extrapolate that 33 staff members are currently in the prediabetic state. Reintroducing healthy lifestyle habits through our small steps approach is a catalyst for inspiring lifestyle change and motivating employees to participate in the disease management aspects of the employer wellness program.
Sixty-nine percent of employers with 100 or more employees provide wellness programs, regrettably less than twenty-four percent of employees are ardent participants in the wellness programs.
Although chronic illness management appears to be a mainstay of employer wellness programs, the participation of employees is highest in the physical fitness programs and notably weaker in the disease management programs.
The majority of employers offer screening programs to help identify at-risk employees these screening programs provide employees with an incentive-based participation benefit to encourage employee participation in the screening process as well as the lifestyle management programs identified through the screening process. The financial incentives range from $300.00 to more than $1,000.00; the benefits are earned through various levels of employee program participation. However, financial motivation is not enough to achieve lasting change without inspiring personal desire.
Encouraging employees to make better health choices today for a more positive tomorrow. Employers rely on wellness programs for a variety of reasons, recruiting health-minded employees, is one of those reasons; encouraging the eighty-plus percent of us to choose a healthier lifestyle is another.
Our ASTEW system’s approach to sustainability is quite simple. The human body is a wondrous thing, and one way to view the body is as a micro-ecosystem. Our bodies contain an estimated 37.2 trillion cells, all working together in harmony and balance, allowing us to experience our everyday life. Our body’s ecosystem interacts with other ecosystems, our home life, work-life, our local communities. Viewing the human body as a micro-ecosystem enriches our understanding of how connected and dependent our life is to the many micro and macro ecosystems we encounter and interact with directly and indirectly throughout our everyday lives. Comprehending living organisms as a micro-ecosystem will provoke a deeper appreciation for how a small ecosystem like an individual honey bee’s interaction with its many ecosystems is essential to keeping our ecosystem (our body) in harmony and balance. All of these living ecosystems 8.7 million species of which humans are one are made possible by the macro ecosystem we know as the third planet from the sun. Just like our body’s ecosystem performs best when it is healthy, all other ecosystems function best when they are healthy. So for us, sustainability equals health.
Client Actuated Custom Solution
We work with our clients to discover what solutions work best for them. We achieve our clients’ objectives by focusing on the interconnection the solutions provide towards their long-term goals. Workplace culture building, employee engagement, productivity escalation, employee wellbeing, in addition to community responsibility, along with encouraging community extolment for our client’s business, all influence how proposed solutions are efficaciously optimized.
Reducing employee stress levels through targeted small presenteeism reducing strategies improves productivity and employee Wellbeing.
Healthy Life-choices a more productive future
Studies show healthy employees outperform their unhealthy counterparts by 3 to 1
Participation in Wellness Programs
Non-health Conscious Employees Converted To Wellness
Employee Participation In ASTEW Wellness Companion
Odds ASTEW Will Benefit Your Wellness Program
More Case Studies
Small changes can lead to significant benefits. Our Kaizen approach towards protecting our environment, increasing productivity levels, enhancing workplace culture, as well as community acumen is why ASTEW is a mainstream idea whose time is now.
We Provide The Heartbeat Of Industry
With A Bit Of A Jolt!