Case Studies & Outcomes Analyses

Learn how outdoor retailer L.L.Bean uses engagement best practices – including generous, cost-neutral incentives – to achieve 85% participation in its Healthy Lifestyles program.

Medtronic uses a step-by-step approach to engage employees in an integrated wellness program. The ultimate goal is to move those at risk to a healthier status while keeping the healthy, healthy.

Horizon BCBS of NJ designed an innovative health management program to help its internal population become active and more health-conscious. The program uses a number of WebMD Health Services solutions, including our health risk assessment and rewards module.

Find out how a large employer with a high percentage of hourly workers executed a well managed rollout of a consumer-driven plan. WebMD Coverage Advisor provided employees with plan-selection support.

Learn how Beaumont Health Systems used integrated communications to drive engagement, and updated incentives to drive participation among spouses and domestic partners. As a result, the health system saw HRA participation by spouses/domestic partners rise from 284 in 2009 to 4,175 a year later – an increase of 1,623%.  

A major healthcare system with 25,000 employees decided it needed to adopt a more strategic approach to its health management program. The organization introduced comprehensive and fully integrated services that resulted in a total estimated savings of nearly $7 million.

A major healthcare system with 25,000 employees decided they needed to adopt a more strategic approach to their health management program, introducing comprehensive and fully integrated services. As part of this expanded effort, they engaged WebMD to provide online and offline personal behavior change solutions and services included in the WebMD Behavior Change Platform.

A large manufacturer introduced a full replacement consumer-directed health plan. It was supported by an integrated wellness program built around the WebMD Health & Benefits Manager to empower personal responsibility for health. After one year, the high-risk group reduced stress from 82% to 63%, and physical inactivity dropped from 29% to 17%.

Coaching proved a popular part of this university’s wellness program. An impressive 74% of medium and high-risk employees identified for coaching participated in one or more sessions with a health coach. The university saw decreases of $570 per person, per year in estimated medical costs for the high-risk group.

Under a comprehensive wellness initiative, a university system saw results in just one year. Those include significant improvement in several key health risks as measured by the WebMD HealthQuotient^SM (HQ) health risk assessment, and estimated financial savings of $2 million.