Challenge

A manufacturing company in Decatur, Indiana, with approximately 300 enrolled employees, implemented an outcome-based wellness program that rewarded employees for achieving “healthy” biometric results. Although reported health risks remained stable, leadership began to see unintended behaviors, including employees taking extreme measures to qualify for incentives.

Despite these efforts, the program was not improving health outcomes or reducing healthcare costs. Preventive care utilization remained low, and an increasing share of employees had limited interaction with the healthcare system. Research and internal reporting confirmed that the program design was outdated and no longer aligned with the employer’s goal of improving employee health.

Solution

Hylant helped the employer redesign the wellness incentive program, shifting the focus from outcomes to actions while preserving the overall financial reward structure.

The updated design retained credits for on-site biometric screenings, conducted in partnership with the local hospital, to maintain visibility into population health risks. A tobacco-free credit was also preserved. The remaining incentives were restructured to reward meaningful preventive and healthy lifestyle actions, including annual well-adult visits, cancer screenings, preventive dental and vision exams, heart-smart CT scans, fitness participation, and weight management programs.

This flexible, action-based approach aligned incentives with evidence-based health strategies and encouraged broader employee participation.

Shifting wellness incentives from outcomes to actions creates healthier engagement and better results. By redesigning incentive strategies around preventive care, Hylant helps employers improve participation, uncover hidden risks, and support long-term workforce health.