PROGRAM SPOTLIGHT

HERO Interview with Barry-Wehmiller Companies

Interview participants: Alexis Dendrinelis

About the Author

Alexis Dendrinelis, BS, CHPD 

Wellbeing Leader

Barry-Wehmiller Companies Inc.

Barry-Wehmiller, a diversified global supplier of manufacturing technology and services for a broad spectrum of industries, first began offering wellness programming to its employees nine years ago. The company, which employs 7,500 associates at 65 locations worldwide (approximately 5,000 of which are eligible for the employee health management program), manufactures equipment for large and small companies in industries from pharmaceuticals to labeling and packaging. The company also provides engineering and IT consulting services, as well as designing and building custom machinery for special applications.

The employee health management program at Barry-Wehmiller, operating under the vision of “Living Well, Thriving Together,” features the traditional wellness offerings including a health risk assessment, onsite biometric screenings, health coaching, health education and an incentive program. But what really makes the program at Barry-Wehmiller successful is the company’s well-being leadership team and the strong support received from CEO, Bob Chapman, and executive leadership team.

Driven by the strong executive support and well-being leadership team, Barry-Wehmiller’s employee health management program has enjoyed success because of the caring and supportive culture that has been established. This has fostered a familial atmosphere where associates support each other in their efforts to live healthy and where the organization provides a positive environment and gentle guidance toward healthy behaviors. For example, many locations offer walking clubs, bike racks, healthy vending options and lunch-and-learn sessions. Associates are encouraged to recognize one another when choosing healthy options and share success stories. Communications include featuring associates and/or family members participating in healthy lifestyle activities to promote the “Living Well, Thriving Together” vision.   

HERO:          What have been the keys to your success in creating an effective employee health management program?

Dendrinelis:  Barry-Wehmiller has taken a comprehensive, evidence-based approach to employee well-being, pulling from industry research that demonstrates which strategies and tactics work best. We supplement this knowledge with a few key activities each year:

•       We complete the HERO Scorecard on a regular basis and track our score year over year. The feedback we receive from this process helps us see where we have programming gaps and helps us understand what we can do to improve.
•        We conduct a claims analysis and financial analysis on an annual basis, so we’re always looking at how we’re moving the needle and where we might need more focus.
•        We apply for industry awards, such as the C. Everett Koop Health Award so we can receive in-depth feedback about our programs. This feedback has been used over the years to shape how we use our data warehouse more effectively, and it has given us an objective, outsider’s view of our efforts and outcomes.
•       We seek opportunities to imbed well-being into the fabric of our organization. For example, connecting with other departments or company-related teams to link the areas of well-being together. 

HERO:          When you look back at your program outcomes, what results or outcomes do you feel are the most significant?

Dendrinelis:  Historically, and still today, our main health challenges are lack of physical activity and poor nutrition, which in turn are causing obesity in our workforce. We have been focusing on the trifecta of improving on these three factors, and we’re doing so by trying to make healthy living easy, affordable and the cultural norm. For instance, we serve healthy food at meetings, and many locations subsidize a fruit bowl and allow employees to purchase for 25 cents a piece. We also began subsidizing fitness center memberships to encourage associates and family members to be more active.

                        Our focus is to measure engagement in the program. Our three-year average is 76 percent based on completion of at least one health activity each program year. A deeper dive into the engagement shows our associates are engaging in activities on an ongoing basis, in fact:

•          Thirty-five percent of employees have participated in six or more activities in the last year
•          Approximately 20 percent of employees participate in fitness activities both at the workplace and at a fitness center on a regular basis (we provide a tracking device that allows employees to upload their activity—even participation in sports leagues—into our wellness program portal). This is a number we are seeking to increase! 

In respect to biometric outcomes, we’re proud to say that we have successfully held obesity levels steady while employers across the rest of the country are seeing increases in obesity.

HERO:          What lessons have you learned over the years that you can share with other companies that have made a commitment to improving employee health?

Dendrinelis:  Start by creating a supportive workplace culture that inspires healthy living.  Well-being is very personal and individuals need to have their ‘personal why’ to make it a sustainable lifestyle choice. Make well-being a part of your corporate mission, vision and goals so associates understand the importance to the company. Next, turn to evidence-based, scientific research when planning your program so you can ensure that your strategies are proven and will be effective for your company. Another key area is communications, because if employees don’t understand how and why they should participate in your program, it will affect your outcomes. Consider hosting employee focus groups before you launch a wellness program or before you make changes to your existing program to ensure employees understand how they will be affected and to get their feedback. Lastly, be willing to pilot new ideas to keep programming fresh and share success stories to inspire healthy behaviors.