Kevin Eberly's Blog | Confronting America's Obesity Epidemic

A patient’s experience starts the moment he or she steps foot in the office. It starts with the greeting from the assistant at the front desk, followed by the amount of paperwork to fill out, followed by the interaction with the nurse, and then, finally, the doctor.

It’s often a long process, not exactly a patient’s idea of fun, and a physician’s communication skills play an important role in whether a patient is willing to be receptive of the information provided. Today, the physician’s role goes beyond writing a prescription and sending a patient on the way.

America’s obesity crisis is affecting workers’ productivity and overall health of the nation, and physicians have a say in prevention, which starts a ripple effect. Prevention means fewer people are obese, fewer people driving up healthcare costs, fewer employees taking sick days. So, you can see why communication skills play a critical role.

You may not be able to teach empathy, but specific care models can set patients up for success. The Center for Medical Weight Loss, for example, focuses on a team atmosphere, one where the physician provides support and gets to know the patient on a deeper level, where the doctor really understands the underlying causes of unhealthy habits. It’s a personalized experience where each treatment plan is different. The model allows doctors to form a unique bond with each patient who steps through the door.

The more welcoming the office, the more likely a patient will be open to suggested treatment. Our healthcare system puts physicians in a powerful position. It puts physicians in the primary prevention role, and like all diseases, the sooner the problem is detected, the easier it is to treat.

By taking advantage of this role, we can significantly lower healthcare costs in this country. One overweight employee can add $1,500 in health costs per year, and with two-thirds of Americans overweight, the costs add up quickly.  Part of the solution to these startling costs is the evolution of the physician role to a more patient-centered approach, one where weight loss becomes a team effort. 

There are just too few hours in a day. Or, I should say employees don’t give wellness programs their time of day. 

According to a Global Corporate Challenge report, 86 percent of employees do not participate in wellness programs because they feel they do not have the time to do so. An initiative not being perceived as fun, interesting, or engaging was the second-most cited reason for omitting participation in wellness initiatives, as reported by 45 percent of employees.

If time is really the issue, it’s time we start looking at wellness programs in a new light. According to the report, wellness initiatives need to be easily accessible to employees, a part of the organization’s culture, and integrated into employees’ daily routines—in and out of the office. It’s about altering the thought process: It’s not a break from work, but a part of work. 

The good news is, for the majority of organizations, improving employee health is a main goal. Companies are recognizing the importance of wellness programs, and the next step is to make them an engaging priority. 

The key word: engaging. 

Almost all organizations, 99 percent, report the importance of fun as medium or high. However, only 10 percent of employees report wellness programs reaching high levels of fun. Many commercial wellness programs may be perceived as dull—you pick up meals, eat the same foods, and have few interactions with other individuals. 

This is where The Center for Medical Weight Loss stands out. CMWL’s focus on behavioral counseling sets the program apart from other weight loss centers. Patients build lifelong relationships with their physicians who monitor their weight loss, and the entire staff becomes a weight loss support system. 

According to the report, 84 percent of organizations believe long-term behavioral change is key to wellness strategy. This statistic is reassuring—quick fix weight loss is now the minority. Focus on behavioral counseling sits at the core of CMWL’s values. The program is engaging because it’s individualized, it recognizes weight loss isn’t one-size-fits-all, and it focuses on adopting a new lifestyle.  

So, what’s next? 

Organizations recognize the importance of wellness initiatives. It’s a step in the right direction. However, the report also shows the most at-risk individuals are not taking advantage of the programs offered. Take the time to set up a meeting with at-risk individuals and discuss how you, as an employer, can help them achieve better health. If you understand your employees’ priorities, you can work together to free up some time on their schedules for wellness initiatives; maybe even convince them that they can have fun while they lose weight. 

A recent study researching employee healthcare spending found 10 health risk factors, which could be altered by making lifestyle changes, contribute to more than one-fifth of employer and employee spending.

The study, which was published in Health Affairs, found that 22.4 percent of $366 million spent annually by seven companies was attributed to the following risk factors:

• High blood pressure
• High cholesterol
• High blood glucose
• Depression
• Obesity
• Stress
• Tobacco use
• Poor diet
• Physical inactivity
• Excessive alcohol use

Obesity, no surprise to me, clocked in as the highest cost per capita per year, followed by physical inactivity. Obesity costs alone clocked in at $347 per capita per year.

Yes, it’s jaw dropping. But here’s what gets me: The majority of these risk factors are largely prevented by controlling your weight. If this isn’t a strong enough case for the importance of employee wellness programs, then I’m not sure what is.

Upcoming changes to the Affordable Care Act encourage employers to invest in wellness programs, myself included.

Currently, employers can charge higher insurance premiums without discussing steps with their employees to better their health. Beginning in January 2014, employers will have to refer employees to various wellness programs in order to charge higher insurance premiums for not meeting a specific goal. If an employee refuses to participate, an employer will legally be allowed to increase premiums up to 30 percent higher than the standard premium, as long as employees are given ample time to change their habits through a wellness program.

Essentially, this change, which seems slight, can significantly alter the way we look at changing our lifestyles. This requires employees and employers to have the obesity conversation, regardless of whether they want to. It brings the issue to the forefront of employers’ and employees’ minds. It forces everyone to acknowledge it.

Hopefully, the focus on wellness programs will decrease the cost of these risk factors, leading to reduced overall healthcare costs. It’s a win-win situation.

As an employer, if I’m going be required to invest in and recommend wellness programs to my employees, I’m going to take the time to look at the facts and suggest a program with proven results.

A study published in the American Journal of Medicine found physician-directed medical weight loss produces significant, effective, and sustainable results. It makes sense. We trust our primary care physicians with the majority of our chronic health problems, so why would our weight be an exception?

I strongly believe the majority of these risk factors cited can be controlled with the guidance of trained physicians. Do you think these changes will lower long-term healthcare costs?