The Business Case for Creating a Culture of
Wellness
8/26/14
Jamie Benton, Director of Total Rewards
LaTonia McGinnis, Wellness Manager
RaceTrac Petroleum, Inc.
All About RaceTrac
• Third generation, Atlanta-based, family owned business
• Started in 1934; RaceTrac brand established in 1979
• 3 operating divisions: RaceTrac, RaceWay and
•Energy Dispatch
•370 RaceTrac stores in the South
•Operate over 600 RaceTrac and RaceWay stores
•$8.8 billion in total revenue in 2012
REGIONAL BREAKDOWN
Energy Dispatch
(150 employees)
RaceTrac Stores/SSC
(1,500 mgr 3,600 assoc)
Home Office
(650 employees)
3
RaceTrac’s Mission
RACETRAC’s MISSION
Make people’s lives simpler and more enjoyable.
We accomplish this through the RaceTrac Way: creating a
culture of strong performers who possess a warrior’s spirit, a
servant’s heart and a fun loving attitude. We are committed to
putting people first.
A part of making our customer’s lives simpler and more enjoyable
is ensuring our employees are living a more enjoyable and
healthy life.
WELLNESS MISSION:
Create a culture of wellness by empowering our RaceTrac family
to live a healthy lifestyle.
RaceTrac’s Wellness Journey
• 2011-2012: Full replacement
and implemented
comprehensive wellness
program
• 2013: Implemented wellness
portal (Healthyroads)
• 2014: Added HDHP w/ HSA
and began ‘baby steps’
towards outcome based
incentives
• Future plans: Outcomes based
incentives
SELLING WELLNESS TO
C-SUITE
Surround Yourself with Great People
• Employees
• Broker
• Internal Network
• External Network
Speak Executive Language
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Everything is about $$
Take feelings out of the conversation
Have a philosophy talk
Understand the past
Don’t BS
Don’t be afraid of “NO”
Don’t be “HR”
RaceTrac Plan Design
• Wellness and benefits integrated
• CDHP/HDHP = promote consumerism
• Incentive plan design
– Wellness incentives = reduced deductible
– Biometrics/PHA required
– More engagement = more $$
• Healthy lifestyle = less money you pay for
medical costs
LifeTrac Program Highlights
• Multi-year strategic plan and annual calendar of
events
• Annual biometric screenings
• Annual RaceTrac Run for Research 5K
• Regional and SSC Wellness Captains
• Onsite and online programs and challenges
• Regional competitions
• Weight Watchers at Work
• Wellness libraries
LifeTrac Road to Success
2011
20
2012
Wellness program
established
2013
Focus on increasing program and
increasing engagement
Early results and implementation of wellness
platform
2014
Continue increasing
engagement and “baby steps”
towards outcome based
incentives
2015beyond
Introduce Achievement-based outcomes
Reward wellness based on progress vs.
participation
Challenges and Solutions
Challenges Faced
• Getting connected to store managers and associates, personal
contact is in DNA of RaceTrac
• Executive personal involvement
• Distributed workforce
• Retail Store environment – wellness in front of customers, minimal
regular access to computer during the workday
• High paced environment creates challenge for regular break times
during the day for education at the worksite
• Annual HRA incentive (earn this year for next year) was too far away
• Many major changes all at once (change in medical plan design,
added HRA and wellness in one year)
Challenges and Solutions
Solutions:
• High touch, low tech works
• Regional visits with face time
• Implemented more immediate incentives: Fit Bits and t-shirts and
water bottles
• Utilizing already established meetings to communicate well-being
messaging
• Re-structure of Wellness Committee to create more touch points
within organization
• Creation of Executive Challenge to increase engagement of
leadership
• Partner with Healthyroads for engagement, coaching and incentive
tracking
Results
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Wellness
– Increased biometric participation by
89%
– Reduced tobacco use from 14% to
9.8%
– Reduced high risk population from
14.9% to 12.6%
– Saved $10,000 through health
coaching
– 85% of benefits eligible earned at least
one incentive
Benefits/Claims
– Downward trend (-25% since 2012)
– Per employee trend (employees more
focused on prevention/wellness)
– Consumerism (make $$ last longer)
Key Learnings
Key Learnings
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Make wellbeing a business case;
demonstrate how a healthy
workforce impacts RaceTrac’s
bottom line
Recognizing how the workforce
connects/engages
Meet people where they are
Regional Leadership and Store
Manager involvement is essential
Figure out who the change agents
are in the organization and
engage them as partners
Make it personal: Educate
employees on becoming good
consumers of their health and
wellbeing
Questions?
Jamie Benton, Director of Total Rewards
jbenton@racetrac.com
LaTonia McGinnis
lmcginnis@racetrac.com