Date:
Name:
Title:
Company:
Address:
City State Zip
Dear Mr./Ms________________
Please allow this letter and enclosed materials to serve as an introduction as I believe we
may share a common interest -- the health of your workforce.
The Numbers
As a successful human resources executive you already know that U.S. health care costs
have increased from $1,100 per person in 1980 to $7,900 in 2009. Currently $1.5
trillion, 75% of all health care spending, is devoted to treating chronic diseases which
are often preventable.
Obesity and complications (diabetes, cancer, and heart disease) are responsible for an
estimated $147 billion a year.
More than 130 million Americans suffer from chronic disease. A recent Partnership for
Prevention report claims that eliminating just three risk factors - poor diet, inactivity and
smoking - would prevent 80% of heart disease, stroke, Type 2 diabetes, and 40% of
all cancers in the U. S.
Another study conducted by Emory University revealed that obesity is the fastest
growing public health challenge our nation has ever faced. The rates of obesity have
increased from 12% in 1989 to 28% in 2010. Unless positive steps are taken, direct
health care costs for obesity are expected to climb to $344 billion (The Future Costs of
Obesity, 2009 - Trust for America's Health and the Robert Wood Johnson Foundation).
Business Necesssity
The U.S. workforce is truly the backbone of our economy. Employers are a critical piece
of the solution to the current health care crisis and obesity epidemic. Businesses need
strategies for developing sustainable, adaptable programs that work to improve employee
health and lower costs. Human Resource professionals, like you, Mr./Ms
______________, are uniquely positioned to serve as catalysts in their organizations to
educate and support employees through programs that promote wellness. Properly
designed wellness programs can play a pivotal role in cultural reform and turning the tide
on the all health issues and related costs.
Employee absenteeism and presenteeism (defined as the loss of productivity due to
employees who report to work but are less productive due to illness) due to chronic
illness has a detrimental affect on profitability. Almost 80% of workers have at least one
chronic condition and 55% have more than one chronic condition. Lost economic output
associated with absenteeism and presenteeism is costing American businesses $1 trillion
a year (U.S. Workplace Wellness Alliance, 2009).
Wellness programs can improve workforce morale, improve productivity, reduce
absences, attract and retain employees, reduce costs, improve workforce safety,
promote corporate image and fulfill social responsibility from a community
perspective.
Success Stories
Many businesses are already realizing a return on their investment in employee wellness
programs. IBM has saved $175 million dollars through implementation of wellness
programs (Partnership for Prevention, 2007).
Lincoln Industries is a manufacturing plant with 565 employees. They have a
multifaceted wellness program that rewards behaviors. Lincoln has reported a $2 million
annual savings in health-care costs. They spend approximately $4,000 per employee.
Additionally, workers' compensation costs have been reduced by $360,000 per year. The
ROI for this program is 5:1 (Design Matters, 2010).
In 2005 Safeway Grocery Chain implemented their Healthy Measures program. CEO,
Steven Burd stresses the key to successful plans lies in rewarding behavior. Safeway is
committed to building a culture of health and fitness by addressing behaviors linked to
chronic disease such as smoking, obesity, blood pressure, and cholesterol (Burd, 2009).
During the four year period (2005-2009) following implementation, Safeway's health
care costs remained constant while most American companies have experienced a 38%
cost increase over the same four-year period.
You Can Lead the Charge
The big question today is will you be out in front leading positive change or reacting to
a crisis after it erupts? American business leaders have an opportunity to initiate a
culture of health and wellness in their organizations -- not only because it is socially
responsible, but it is good for the bottom line as well. Executives who exhibit strong
vision and model desired behaviors will have a distinct advantage over those who sit
back and watch as their options spiral out of control.
May I Help?
As you can see by my qualifications and experience, I am in a position to help with the
design and subsequent implementation of a successful corporate wellness program. The
Journal I’ve enclosed is just one of the many educational tools I use to help people
toward new healthy lifestyle choices and behavior.
If, after your review, you think a face-to-face meeting would beneficial, I would look
forward to discussing the possibilities with you.
In good health,
YOUR NAME
(certifications)
Business Name.