What 78% Engagement Looks Like at a Mid-Size Industrial Firm

A regional industrial packaging manufacturer with nearly 2,000 employees faced persistent health challenges—high rates of hypertension, obesity, and stress—despite offering scattered wellness resources. Lacking incentives, unified communication, and actionable data, engagement lagged and at-risk employees slipped through the cracks. By partnering with Zomo Health for a three-year, data-driven program featuring premium incentives, on-site coaching, and tailored communications, the company achieved a remarkable 78% engagement rate and a 40% improvement in health scores, setting a new standard for wellness in mid-size manufacturing.

Industry Snapshot

Challenges Before Zomo

This firm specializes in industrial packaging and has a workforce across multiple regional plants. Before Zomo Health, it introduced a patchwork of wellness resources—mostly self-reported screenings and email tips—but it lacked cohesion or a clear incentive structure.

• High Rates of Preventable Conditions: Hypertension, obesity, and stress-related illnesses were primary drivers of medical claims.

• Low Visibility into At-Risk Employees: Management couldn’t see who was disengaged or where to allocate resources.

• Disjointed Communication: Employees on the floor rarely checked corporate emails, missing out on essential wellness updates.

Zomo’s Solution

The mid-sized firm partnered with Zomo Health to deploy a three-year plan that combined robust incentives, accessible coaching, and continuous data monitoring.

1. Financial Incentives:

   • A 20% premium differential for employees completing annual checkups and recommended screenings.

   • Optional health challenges with small cash bonuses (e.g., $50 gift cards) to spur competition between facilities.

2. Coaching & Webinars:

   • Introduced on-site coaching sessions twice a month, aligned to shift changes, so employees could drop in for blood pressure checks or nutrition advice without taking unpaid time off.

   • Wellness webinars hosted by Zomo Health coaches, featuring 20-minute deep dives on topics like meal planning, stress reduction, and staying active during night shifts.

3. Unified Communication Strategy:

   • Monthly newsletters featuring real employee success stories—e.g., “John lowered his blood pressure by 15 points through the Stress Less Challenge!”

   • Clear reminders about the next annual exam window, ensuring nobody missed the premium differential timeline.

4. Analytics & Continuous Feedback:

   • The HR team had full access to real-time data, which highlighted facility-level engagement trends and identified pockets of low participation.

   • Challenges and coaching hours were adjusted midstream to serve the night shift and weekend crews better.

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.

• 78% engagement rate—comfortably exceeding their 50% goal.

• 30% preventive visit completion—a marked improvement from roughly 8% the prior year.

• 40% improvement in health scores, with noticeable drops in tobacco usage and stress-related claims.

Key Lesson for Employers

High engagement doesn’t happen by accident—it requires multi-channel outreach that meets employees where they are (plant floors, night shifts, or remote offices). Financial incentives can spark motivation, but consistent coaching and ongoing follow-up transform that spark into lasting behavior change.

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