Honeywell: Driving Health Engagement | Business Roundtable

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  • To improve the health care delivery system, Honeywell believes it is important to realign the incentives for people who provide care, those who consume it and those who pay for it.
  • The company uses a demand-side approach and aims to drive employee engagement two ways – lifestyle management and health care management – by making available tools and resources through its “HealthResource” platform. The goal of lifestyle management is to improve the health status of employees and their families, while the goal of health care management is to make informed heath care decisions when accessing the health care system.
  • Honeywell has found the biggest challenge to its goals to be lack of employee engagement. Honeywell has adjusted its strategy to increase engagement through a full-replacement consumer-driven health plan, health assessments and biometric screenings, the Castlight health care shopping tool, significant engagement incentives and consumer-centric communications.
  • Today, Honeywell has shifted from just offering health care as a benefit to engaging and equipping employees to lead healthier and productive lives, and has found that incentives coupled with targeted communications can be effective in engaging employees.
  • In 2011, the company launched the “Know Your Numbers” campaign to encourage employees to take a health assessment with biometric screening.  For participating, the company provided employees with an HSA contribution between $500 and $1,500 depending on their pay and coverage level.  Over 80% of eligible employees and spouses participated. 
  • In 2013, the company launched the “Know Before You Go” campaign in an effort to improve employee engagement and found that with a small incentive, 70 percent of households registered for the Castlight health care shopping tool, with a 75 percent repeat user rate.
  • Surgery Decision Support (SDS) was implemented in 2006 and provides employees a resource for weighing options when surgery appears needed for certain conditions.  Results over a five-year period demonstrated that 1 in 4 participants would choose an option other than surgery and that 98% of participants were satisfied with the program.  Honeywell was able to increase participation in SDS from 22% to 95% in 2013 through the “Know Before You Go” campaign, just-in-time outreach from third parties reminding employees about SDS and a $1,000 penalty for those who pursue surgery but do not go through the program.  Satisfaction remains at the 98% level.
  • To improve the health care delivery system, Honeywell believes it is important to realign the incentives for people who provide care, those who consume it and those who pay for it.
  • The company uses a demand-side approach and aims to drive employee engagement two ways – lifestyle management and health care management – by making available tools and resources through its “HealthResource” platform. The goal of lifestyle management is to improve the health status of employees and their families, while the goal of health care management is to make informed heath care decisions when accessing the health care system.
  • Honeywell has found the biggest challenge to its goals to be lack of employee engagement. Honeywell has adjusted its strategy to increase engagement through a full-replacement consumer-driven health plan, health assessments and biometric screenings, the Castlight health care shopping tool, significant engagement incentives and consumer-centric communications.
  • Today, Honeywell has shifted from just offering health care as a benefit to engaging and equipping employees to lead healthier and productive lives, and has found that incentives coupled with targeted communications can be effective in engaging employees.
  • In 2011, the company launched the “Know Your Numbers” campaign to encourage employees to take a health assessment with biometric screening.  For participating, the company provided employees with an HSA contribution between $500 and $1,500 depending on their pay and coverage level.  Over 80% of eligible employees and spouses participated. 
  • In 2013, the company launched the “Know Before You Go” campaign in an effort to improve employee engagement and found that with a small incentive, 70 percent of households registered for the Castlight health care shopping tool, with a 75 percent repeat user rate.
  • Surgery Decision Support (SDS) was implemented in 2006 and provides employees a resource for weighing options when surgery appears needed for certain conditions.  Results over a five-year period demonstrated that 1 in 4 participants would choose an option other than surgery and that 98% of participants were satisfied with the program.  Honeywell was able to increase participation in SDS from 22% to 95% in 2013 through the “Know Before You Go” campaign, just-in-time outreach from third parties reminding employees about SDS and a $1,000 penalty for those who pursue surgery but do not go through the program.  Satisfaction remains at the 98% level.