|
Getting your Trinity Audio player ready...
|
It started as a simple preventive screening initiative. But in the years since Koch launched its wellbeing program in 2019, it has blossomed into an award-winning, comprehensive wellness strategy that encompasses physical, social, mental, and financial well-being.
Griffin Reynolds, Koch’s wellbeing program manager, joined the company just a year before the program rolled out. He credits the program’s success to a “village” of internal support and outside vendors who have helped make the company’s wellness offerings some of the best in any industry.
Prior to 2019, the Koch employee wellness experience varied greatly depending on the subsidiary or location. Some companies did very little, while others sprinkled in health activities throughout the year, partnered with their health plan or consultant partners. In one business’s case, they had a robust wellness program with incentives for condition management. “We took all of those lessons learned when we rolled out the Koch well-being program,” Reynolds says.
The program started relatively small, launching in just two Koch companies, before rolling out to the entire organization of more than 60,000 eligible employees. Now, regardless of an employee’s locations or role, they have access to the same suite of offerings.
“Everyone goes through hard times, and I’m just happy that we’re able to provide so many options to help get our people where they need to be.”
Griffin Reynolds
The program’s original goal of upping the company’s annual employee preventive screenings was a success, with over 80% adoption. Reynolds said this initiative served as a great jumping-off point for the more holistically minded integration of other services. Those services include surgery support, cancer care, expert medical opinions, maternity care, chronic condition management, and physical therapy, all delivered virtually, which Reynolds says has been instantly impactful.
“Seventy percent of our workforce are hourly employees who work in a manufacturing environment,” the manager says. “We have a lot of musculoskeletal claims, and we knew we needed to improve. We’re addressing that need by removing barriers for our employees, who don’t have to worry about taking off work or going to a secondary location to engage in their physical therapy or injury prevention. They have a tailored plan they can follow with a mobile device if that’s how they choose to interact with their treatment.”
That focus on ease of access and removing barriers is the core focus of Koch’s wellness plan. If the programs aren’t easy to access, employees won’t use them. Great virtual care, when applicable, helps the massive organization keep employees healthy regardless of the challenges they might be facing in their lives, from diabetes management and prevention to infertility support.
Koch’s diabetes management program sends testing supplies to employees’ homes directly, no trip to the pharmacy or health provider necessary. All those little steps that can collectively take up an entire day are gone, giving employees more time to focus on their own lives.
The wellbeing team has also made significant strides in reducing the stigma associated with mental health support. With expanded counseling services, a new life-coaching component, and other support options, Reynolds says no employee should feel any shame or inhibition about seeking support, whether they’re going through a difficult time or simply want to work toward a healthier lifestyle. If employees need more than eight sessions, those are supported and covered by their health plan.
The wellness program has also brought previously out-of-network providers under their umbrella. And it has expanded work-live services like child and elder care and legal services.
“Everyone goes through hard times, and I’m just happy that we’re able to provide so many options to help get our people where they need to be,” Reynolds explains.
The manager recognizes the importance of Koch’s wellness champions, who promote the benefits of wellness services at their local worksites. Those individuals humanize the program.
The Koch program has been awarded the Bell Seal by Mental Health America for its mental health support and accommodations. It has also received recognition from several other organizations, including the American Heart Association, and was named a Top 100 Healthiest Employer three years in a row.
“We took all of those lessons learned [from Koch’s subsidiaries and different locations] when we rolled out the Koch wellbeing program.”
Griffin Reynolds
As strong as Koch’s internal team is, Reynolds also acknowledges the numerous vendor partners who have been instrumental in creating a fluid, well-functioning program. Every employee starts with Sharecare, a one-stop source for the employee health journey.
“Sharecare has allowed us to double down on that ease of use in healthcare navigation,” Reynolds says. “We’ve adopted their advocacy model to simplify and personalize each employee’s health journey. Sharecare has helped us unify all of our vendor partners in one place. It builds rapport with our employees and focuses on continuity of care, which is so important as your move through your life and career.”
Sharecare’s chief commercial officer Elizabeth Colyer says, “Koch was determined to curate an exceptional healthcare experience for their associates, and Griffin’s commitment to innovative collaboration brought that into sharp focus. His creativity and tenacity have helped Koch maximize quality while reducing cost of care and empowered employees and their families to be happier, healthier, and more productive.”
Five years in, Koch’s wellness program is already best in class, but Reynolds says there’s more on the way. He’s proud to have the support of his organization, and his team will continue to deliver award-winning service to tens of thousands of employees.
