How a Global Manufacturer Improved Health Scores by 43% in 4 Years

A global automotive manufacturer with 11,376 employees across multiple shifts struggled with chronic health claims (hypertension, diabetes) and stagnant 20% wellness engagement. By implementing Zomo Health’s incentive-driven program—featuring premium discounts for preventive care, real-time health analytics, and shift-friendly coaching—they achieved 73% employee engagement and 43% aggregate health score improvements within 4 years, proving that sustained physician collaboration outperforms generic wellness initiatives in manufacturing settings.

Industry Snapshot

Challenges Before Zomo

This manufacturer produced automotive parts and operated multiple shifts across several facilities. They had tried conventional wellness options—like discounted gym memberships and periodic screenings—but participation hovered around 20%. Employees viewed wellness as a “box to check,” if they engaged at all.

• Limited Time and Shift Complexity: With rotating shifts, employees found it difficult to attend scheduled wellness sessions.

• High Claims for Chronic Conditions: Hypertension, diabetes, and obesity contributed to repeated healthcare claims.

• Low Trust in One-Size-Fits-All Assessments: Many felt HRAs provided no real follow-up or physician-based advice.

Zomo’s Solution

Determined to change the status quo, this client implemented a long-term Zomo Health program built on physician engagement, consistent outreach, and tangible incentives.

1. Financial Incentives:

   • Offered a 15% premium differential to employees who completed annual physician checkups. This direct premium reduction meant employees who took preventive action saved on healthcare costs each pay period.

   • Added monthly raffle prizes to keep momentum high, ranging from fitness trackers to extra paid time off.

2. PreventionCloud Platform:

   • Enabled employees to submit physician visit forms online securely.

   • Provided real-time analytics to HR teams, helping them identify risk clusters—like departments with more back injuries or higher rates of hypertension—and deploy targeted interventions.

3. Engagement Drivers:

   • Quarterly Challenges around mental health, nutrition, and physical activity—like a six-week “Stress Less Challenge” with daily mindfulness prompts—are also available.

   • Custom Communications via email, facility posters, and text messages, reinforcing the benefits of routine physician visits and proactive screenings.

4. Multifaceted Support:

   • On-site and virtual coaching sessions with Zomo Health specialists, ensuring employees on any shift could participate.

   • Ongoing training for HR staff, equipping them to handle sensitive health conversations and guide employees to the right resources.

Results

This manufacturer produced automotive parts and operated multiple shifts across several facilities. They had tried conventional wellness options—like discounted gym memberships and periodic screenings—but participation hovered around 20%. Employees viewed wellness as a “box to check,” if they engaged at all.

• 73% overall engagement—over three times their previous rate.

• 50% completion for annual physician visits (the previous rate was estimated below 10%).

• 43% improved aggregate health scores, especially among employees managing diabetes and high blood pressure.

Key Lesson for Employers

Sustainable wellness transformation in a high-volume, shift-based setting hinges on financial incentives and easy-to-access resources. Regular physician visits, rather than one-off assessments, empower employees to stay on top of their health long-term.

Transform Your Workforce Health Strategy

Ready to slash chronic care costs and boost productivity? Partner with Zomo to implement a physician-driven wellness program tailored for shift-based environments.