Quick Navigation: Sales Process

Our goal is to place all the information you need for a successful career with You Define Wellness in one easy-to-navigate venue… and our website was the most logical place to host our training portal as it already contains a great deal of knowledge.  We have sectioned the areas of knowledge for your convenience; within each section you may find links to other pages.

30-Second Commercial

When you’re introducing yourself at a networking event, or anywhere that someone asks what you do, what do you say?

You can become tongue-tied and hmm-haw, or you can craft a 30-second commercial ready when people ask what you do!

We cannot give you a script to memorize; well we could, but the IRS says we can’t give basic sales training to independent contractors… and a 30 second commercial is pretty basic.  So here’s a link to a video we created for one of our MeetUps and we hope it helps.

Building Business

#1 Tip for Success:  You can prospect anywhere in the US, but to build an organization that is sustainable and will reap rewards for you quickly, we recommend selecting a geographic area and layering your marketing efforts by building relationships.

After contracting a network provider, suggest collaborating with them to build business visibility for them and new clients for us!

  • Help the provider create a wellness education class and together drop off flyers at nearby businesses.  For office buildings, contact the property manager of the building about hosting a wellness education class for their tenants.  You can charge for this class, or offer it for free.
  • Co-create consumer events and post on MeetUp.
    • Establish a regular public MeetUp at the provider’s location.
  • Suggest the provider add the You Define Wellness logo and a hyperlink to their website, and/or posting this picture on their social media.  (Right click the picture and save to your computer). 
  • Co-host a meeting at their office!
    • Invite nearby network providers and/or provider prospects to collaborate on ideas to increase visibility and new clients.
  • Co-host an open house with other nearby network providers and invite the community.

There are many different ways to prospect for network providers and small businesses!

  • Attend networking meetings for small businesses… (25-50% of the room will be independent healthy living professionals).
  • Attend industry association events like Society for Human Resource Management, chiropractic association, commercial property managers, accountants, etc.
  • Host your own events on our Healthy Living Practitioners and/or The Wellness Experience MeetUp platforms.
  • Ask your friends, “Who do you know…”
  • Pick an area of town and drop flyers off at healthy living and commercial businesses you find.
  • Search social media platforms for “(modality/industry) in (city, state)” and connect.
  • When you contract a network provider, collaborate with them on who they know.  They have a vested interest in helping us build our network as the network is what will attract employers.
  • Create an email marketing campaign of your own.
  • Invite your Facebook friends to like the You Define Wellness Facebook page.

Referrals are the lifeblood of any business and for the sales professional, referrals make your job so much easier!

You should constantly be looking for people who can become referral sources for you.  Here are a few sources of referrals that we receive:

  • Facebook friends
  • Healthy living practitioners not in our network
  • Network providers
  • People whose business is based on our ideal client profile: marketing companies, social media management firms
  • New age stores

POWER PARTNERS

In 2018, Denise O’Malley wrote a workbook called Hey Clients, Where Are You???.  It’s packed with ideas for healthy living practitioners to find their clients and one section is called Power Partnerships.  A power partnership is where you align with someone whose ideal client is the same as yours and mutually agree to help each other build your businesses.  They are difficult to build and maintain, but when they work your business will soar!

To download an electronic copy of the book, click here.

Using our MeetUp (Healthy Living Practitioners), create events that will draw in our ideal prospects.

Here are some ideas of what we’ve done in the past:

  • Speed Healing – where providers pair up and each take 15 minutes to demonstrate or explain what they do and then switch places
  • Coffee & Connections – a regular event at a coffee house to network
  • Practice Management 101 – where you bring in an expert to talk about a subject to help the independent healer run their practice more efficiently combined with networking time

Scripts

ALREADY CONNECTED:

Hi __________! Since you and I are connected on _____________ I thought it might make sense for us to get better acquainted. I’d love to chat and learn more about each other as our businesses seem to be in alignment. Are you open to a get acquainted call? This wouldn’t be a sales pitch for either of us. Let me know if you’re open to getting to know each other.

REQUESTING CONNECTION WITH MUTUAL FRIENDS:

Hi __________! You and I have a number of mutual friends and I thought it might make sense for us to get acquainted as our businesses seem to be in alignment. Are you open to a get acquainted call? Just so you know, this wouldn’t be a sales pitch for either of us.  I look forward to hearing from you.

REQUESTING CONNECTION WITH STRANGER:

Hi __________! I stumbled across you on (social media) and I thought it might make sense for us to get acquainted as our businesses/interests/goals seem to be in alignment. Are you open to a get acquainted call? Just so you know, this wouldn’t be a sales pitch for either of us.  I look forward to hearing from you.

Approaching prospects via email can work, although I can tell you most of the email solicitations I receive go into spam or I immediately trash them.  Very few catch my attention, how about you?

We do send out email solicitations/information to prospects in our HubSpot database.  Our response rate is low, but our open rate is HIGH.

We invite you to volunteer to call those who have opened our emails and it’s easy to start a conversation or leave a voicemail by saying, “We recently contacted you via email and I wanted to touch base with you.”

If you have an idea for an email to send out to your HubSpot contacts, talk to us!

When you receive a phone call but do not recognize the number, do you answer the call?

Odds are more likely that you let the call go to voicemail, listen to the message, and then decide to return the call or delete the message.

Our prospects are no different.  We estimate that 90% or MORE cold calls go to voicemail and a very small percent of the calls get returned.

This is why we don’t recommend cold calling.

There are other – more productive ways – to find prospects starting with our email opens list, knock & walk (a different version of cold calling), networking, and utilizing our MeetUp platforms.

However, if cold calling is working for you… share your success tips with us!

Knock & Walk is the term we use for cold calling on businesses in person.  This can be a really fun activity particularly with a partner!

Please note that all marketing materials can be customized with your contact information.  Simply contact us.  We’ll create the document for you to get printed.  Helpful hint: If you are having the flyer professionally printed, only print up a small quantity (15-30 for knock & walks is plenty).  This saves money and prevents waste.

PROVIDER DROPS:  Dropping off a flyer at prospective provider offices has been successful for us.  At right is a sample.

If the door is locked, slip the flyer under the door.

If the door is unlocked, many independent providers may be with a client.  Just leave the flyer on the front desk.

If the provider happens to have a receptionist, engage in conversation.  “Hey, I’m not selling anything today… I just wanted to introduce myself and drop this flyer off for __________. ”  

This is most successful when you follow up with a phone call the next day and say, “I dropped off some information at your office yesterday and wanted to touch base with you.”  Remember, you’ll probably get voicemail, so leave a compelling message!

There are three looks for you to choose from: mostly black/white, color boxes, and full color. As with all flyers we create, you can request any be customized with your contact information through your Team Leader or Denise O'Malley and the pdf will be emailed to you.

EMPLOYER DROPS:

We also have a variety of employer flyers that are GREAT for Knock & Walk activities.

The first flyer (at right) is to promote a provider’s wellness education class.  It’s best to have the provider with you and many are willing to do it.  We’ll customize the flyer with their logo and the colors of their logo; the provider must be willing to offer a wellness education class for free.  We frequently have the provider pay for the cost of printing or split the cost with them; it’s a promotion of their business and you’ll give the extra copies to them after the knock & walk.

 

 

 

The two pictures below are the front/back of an employer flyer about our products.

WANT SOMETHING DIFFERENT?

Let us know what you’re looking for in a flyer and help us create it!

Employer Sales: HLSC

Signing up for the Healthy Living Savings Card is EASY for a business as the transaction occurs ONLINE!

The employer simply goes to https://www.youdefinewellness.com/yes-i-want-to-save-on-health-wellness and completes the online form using discount code WELLNESS.  This discounts the first card from $99 to $49.50; they then enter the remaining quantity.

Volume discount pricing is available for 20+ cards upon request!  Contact YDW operations for purchase/invoicing instructions as the discount is not automatic on our website.

The cards will be mailed to the employer unless you notify YDW operations of your intent to deliver.  This can be entered in the Comments/Special Instructions field on the form.

We recommend the employer invite us to a staff meeting or arrange a special group meeting in order to introduce employees to the HLSC, explain its value, and how to use it.


The employee meeting is the perfect time to mention we accept nominations for new providers to join our network!  With the employee’s name, we will approach providers who meet our joining qualifications and invite them to apply to our network.

Know these abbreviations... ER = Employer; EE = Employee

Employer Sales: EWBP

When an employer says ‘YES!’ to the EWBP, the first step is to get an Employer Agreement signed.  This document gives us all the information we need to properly set up the employer in our system, defines the plan they are purchasing, and more.

We CAN do customization of a plan design (different frequencies, increased number of sessions, etc.).  Always consult with your team leader before committing to any program other than the standard monthly with one session.

Take time to review the form and if you have any questions, please ask.

Completing the employer agreement is a great time to talk about enrollment of the employees and there is a section on the Employer Agreement to remind you.  Our preference is to hold a 20-minute group meeting where we can provide employees with an overview of our program and then short one-on-one sessions with each employee to answer individual questions and obtain the employee application (see next tab).

The one-on-one sessions can be conducted immediately after the group presentation, or the following day.

If the employer would like us to draft an email or flyer to announce the meeting to employees, consult with your team leader.

There are two ways employees can sign up for the EWBP:

  • Via paper application
  • Via online link

We can also offer a combination of both… we actually prefer paper enrollment at this time.

Regardless of the method of enrollment, the application process is customized for the employer, payroll frequency, and any other options.


The employee meeting is simply an overview of the program and how it works.  IT IS IMPORTANT TO ADVISE EMPLOYEES THAT THEY CAN NOMINATE THEIR CURRENT PROVIDERS WHO MAY NOT BE IN OUR NETWORK.  With the employee’s name, we will contact the prospect provider and invite them to join our network if they meet our eligibility rules; it is your discretion whether or not to offer a discount on our joining fee.

As quickly as possible, get the ER agreement to YDW operations as we need to set the employer up in our system.

All enrollment forms MUST be received not later than the 20th of the month prior to the effective date.

In most cases, we will invoice the employer with the first payment due by the 25th prior to the effective date.

IN NO SITUATION WILL SESSIONS BE ACTIVATED WITHOUT PAYMENT FROM THE EMPLOYER!

Frequently Asked Questions

How many employees must I have enrolled to qualify for the EWBP?

We accept any size business from 2+ enrolled employees.

We already offer our employees onsite wellness programs.  Why should we consider You Define Wellness?

Onsite programs are great, but they have drawbacks such as a attempting to implement one program that meets everyone’s needs, increased stress on employees to participate, or programs that are incomplete or temporary solutions.  There are other issues such as communication, motivation and engagement… and the YDW program helps solve those issues. 

Example: Onsite chair massage is a great way to loosen the muscles and offer a few minutes of relaxation during the workday, but it is a short-term solution.  By offering a program where employees can select the wellness services that fit their lifestyle, employees will receive the greatest long-term wellness benefit that you can provide.  If you currently offer onsite chair massage, keep doing it if your employees love it; just elevate their care by supplementing what you’re doing with the YDW program!

Is this an insurance product?

No, as there is no insurable risk involved.  The EWBP is considered an employer subsidized wellness program.

Can we coordinate our plan effective date to coincide with our other benefit programs?

Absolutely!  Just indicate this on the employer agreement.

What’s the waiting period for new employees?

Whatever you set it to be… most employers will have it mirror other benefit programs.

How do I add employees?

For employer paid plans: You may include an employee’s application when you return the invoice; or – if available – provide employees with your custom enrollment link.

How do I terminate employees?

Simply email clientcare@YouDefineWellness.com OR make a note on the invoice when you return it.  You must include their termination date.  The plan will remain in effect through the end of the month in which the last payment was made.

I have an employee who wants to cancel mid-year.  Can they do that?

Yes, but it is at your discretion.   Typically an employee will remain in the program for the full plan year.  However, as we are not subject to the open enrollment rules of pre-taxed programs under I.R.C. Section 125, technically they can cancel at any time.  We do not allow employees who have canceled mid-year without employment termination to re-join the plan until the next plan year.

What if an employee has a complaint about a particular provider?

We want to know about provider complaints so that we can appropriately address them.  Please email details to us immediately at provider-relations@YouDefineWellness.com; initial notification must be written (i.e. email) in order to have verification of the date/time of notification to us.   We will respond upon receipt.

Can I obtain reports about the types of Sessions my employees are obtaining?

Due to HIPAA regulations, we are unable to furnish employers with detailed information.  For large groups, typically 100+ employees, we will publish usage reports by type of service. 

Upon request, we will provide you with a verification report that shows usage by employee but not the service.

Are my sessions confidential?  I mean will anyone know where I’m spending my activated sessions?

They are 100% confidential.  The only people who will know how and when you use your sessions are you and YDW.  Your employer will not receive a report with detailed personal information tied to any employee.

Will my health information be obtained by YDW?

No, providers will not furnish us with medical information, only that you redeemed a session on the EWBP.  We will not be advised of any services received with the Healthy Living Savings Card.

Do I have to pay for the program for my employees?

No, you can make it a contributory program by paying at least half of the EWBP monthly rate. 

The HLSC can be 100% voluntary and paid by employees.

Can I deduct the employee’s program cost pre-tax?

Our answer is ‘No’, as some services in this program will not qualify for pre-taxing under I.R.C. Section 125.  However, we do not give legal or accounting advice and you may wish to consult with your advisors.

Are there any discounts available to us on the EWBP if we’re a large company?

There are very few areas for us to slice our fees although, as the sales rep, you can always choose to reduce your commission.  Remember, the employer will receive 50% of the value of paid for sessions that are unused after 90 days.  Our plan is priced at 100% utilization so we are unable to do much with the up-front fee.  Large companies tend to have lower utilization when it’s employer paid which allows insurance companies to discount up-front the ‘premium’.  

Is there a rate guarantee?

We guarantee your rate for a 12-month period starting at inception and yearly thereafter.

When are payments due?

We electronically bill in advance just like many of your existing employee benefit programs.  As an example:  for services in January, you will receive the invoice around December 10th.  Payment is due by the 25th of the invoiced month.

 

Can a client use their HSA/FSA dollars to pay for their share of a session?

Yes, if it’s legal to do so.  It’s up to the HSA/FSA administrator to interpret IRS Publication 502 which governs qualified medical expenses.

What wellness education classes are the most popular?

Meditation, mindfulness, de-stressing, life balance.

If an insurance agent wanted to buy education classes for their clients, could they?

Certainly, but let’s talk about it.  There are many variables but here’s the big question…

    • Are they gifting the class to a client, or hosting a class and inviting the employees of their client companies?

Are we willing to put on a mini-wellness fair for an employer or insurance agent, and how would that work?

We are willing to do a free wellness fair for insurance agency employees & their clients OR employers… as long as we have providers willing to do it for free (I guarantee we will have providers wanting to do that) and YOU are willing to volunteer your time.  Our rule is they get the location, we get the providers, and we both promote it.

We have not set pricing on wellness fairs yet simply because there are so many variables.  There are companies out there whose business model is putting on wellness fairs for free for employers and charging providers an arm & a leg to participate.  We won’t do that.

    • If an employer is buying any of our products, we are likely willing to do one fair per year for free.
    • If they are not buying the EWBP, HLSC or education, then they will have to pay a fee if for no other reason to pay for your time and/or ours… and potentially the providers time.

Wellness Statistics

According to Glassdoor’s Q3 2015 Employment Confidence Survey, nearly four in five (79%) of employees would prefer new or additional benefits to a pay increase. Specifically, more women (82%) than men (76%) prefer benefits or perks to a pay raise. And, younger employees aged 18-34 (89%) and 35-44 (84%) prefer benefits or perks to pay raises when compared to those aged 45-54 (70%) and 55-64 (66%).

Almost six out of 10 adults have private dental insurance (58.1% in 2014). DrBicuspid.com

A significant portion of adult beneficiaries – more than one out of three – do not use any of their dental benefits within the year. Clearly, many adult beneficiaries, or employers on their behalf, are…paying for a dental plan they are not using! “An Analysis of Dental Spending Among Adults with Private Dental Benefits”, May 2, 2016. Health Policy Institute, American Dental Association. Authors: Cassadra Yarbrough, M.P.P.; Marko Vujicic, Ph.D.; Krishna Aravamudhan, B.D.S., M.S.; Andrew Blatz; http://www.ada.org/~/media/ADA/Science%20and%20Research/HPI/Files/HPIBrief_0516_1.pdf

“Personalization of (wellness) programs was also a demand, with 75% of participants saying ‘a personal touch is important in their health.’ Researchers say this approach can come from ‘live experts – coaches and specialists – who are credible, engaging, and easy to access and provide one-on-one support for their specific needs.'” Plan Sponsor, Research Reveals Barriers to Wellness Program Engagement.

“According to recent studies by Rand and Gallup, while nearly 85% of employers offer a wellness program, only 60 percent of their employees are aware of the program, and only 40 percent of those actually participate in the program.” BenefitsPro, 8/10/2016, “The Role of Benefits Engagement in Effective Wellness”Do the math, that’s only 24% of employees who engage!

But there’s more!!!  The actual cost per PARTICIPATING employee may be more!

Most corporate wellness programs are a flat amount per employee, per year (PEPY) regardless of the employee’s engagement in the wellness options. The recommended amount employer should spend to promote wellness according to The Wellness Council of America is $100 – $150 PEPY.

To illustrate, an employer with 75 employees would pay $7,500 per year on such a plan.

Statistics tell us that 24% of employees, on average will participate. If an employer pays $7,500, and 18 employees participate (24% of 75), the actual cost per participating employee is $416.67!

“Employers and employees agree (46 percent and 51%, respectively) the biggest obstacle to increased participation in wellness programs is lack of time.” Beckers Hospital Review,  2/172016, “Workplace culture of wellness leads to increased employee engagement, productivity, and happiness: 5 findings.”

Approximately 59 million Americans spend money out-of-pocket on complementary health approaches and services not covered by medical insurance, and their total spending adds up to $30.2 billion a year.  National Center for Complementary and Integrative Health, 2012 National Health interview “Use of Complementary Approaches in the U.S.”: (https://nccih.nih.gov/research/statistics/NHIS/2012/key-findings).

Consumer acceptance of alternative and holistic treatments, including mind/body or energy medicine, is undeniable, especially among baby boomers. Disabled World Towards Tomorrow, on their website, states: https://www.disabled-world.com/medical/alternative/holistic/care-statistics.php

According to CNN one-half of all medical schools now offer courses in holistic health care.

The World Health Organization estimates that between 65-80 percent of the world’s population rely on holistic methods.

Americans make more visits to holistic health care providers (some 600 million a year) than to M.D.s and spend more money out-of-pocket to do so, about $30 billion a year by recent estimates.” Newsweek, 12/2002

Little wonder that corporate wellness programs represent “a nearly $8 billion industry in the U.S. and are expected to grow at a clip of nearly 7.8% through 2021.” Fast Company, May 10, 2017, This is the Future of Corporate Wellness Programs by Gwen Moran.

Employee Benefit Advisor (6/28/2017) reports employers spend $742 per employee for wellness program incentives.  This typically includes reductions in medical insurance premiums or contributions to Health Savings Accounts in exchange for participation in the wellness program.

7/8/2015 Forbes article (“More Than Two-Thirds of US Employers Currently Offer Wellness Programs”) provides a good discussion about ROI: 

“The ROI depends on how deep an organization really wants to go down the wellness well. Organizations need to look at their employee base and get a sense of what makes most sense. And they need to collaborate. It won’t help if they offer a program that’s not what the employees want or need.

Most corporate wellness programs are a flat amount per employee, per year (PEPY) regardless of the employee’s engagement in the wellness options. The recommended amount employer should spend to promote wellness according to The Wellness Council of America is $100 – $150 PEPY.

The Wellness Council of America suggests employers add another $300 PEPY to the recommended $100 – $150 for wellness plans that include incentives and coaching.

Happy, healthy and thriving employees are more engaged and productive team members. “62% of employers report an increase in productivity with a wellness program.” Society for Human Resource Management, February 25, 2015: Employers See Wellness Link to Productivity, Performance by Stephen Miller, CEBS. shrm.org/hrdisciplines/benefits/articles/pages/wellness-productivity-link-.aspx

“(Employees) were also 17 percent less likely to quit that year. Every company I’ve met with would take a 10 percent reduction in unwanted turnover over a 10 percent reduction in health costs any day.” Huffington Post, 7/12/2016, “The Right Way to Look at the ROI of Wellness in the Workplace.

The cost to recruit and train new employees ranges from 16% of annual salary for entry level jobs all the way up to 213% of salary for high level jobs! Zane Benefits, February 4, 2016: Employee Retention – The Real Cost of Losing an Employee by Christina Merhar. zanebenefits.com/blog/bid/312123/Employee-Retention-The-Real-Cost-of-Losing-an-Employee

48% of employees feel their stress has increased in the past five years; 76% cite money and work as the leading case of their stress.  The SavvyIntern,  January 8, 2016: 11 Scary Statistics About Stress and What to do About It. youtern.com/thesavvyintern/index.php/2016/01/08/11-scary-statistics-about-stress-and-what-to-do-about-it-infographic/

Unhappy, stressed workers are 10% less productive. The Journal of Stress Management, July 24, 2015: Some Shocking Stress Statistics – Just How Bad Is It? By Keith Hillman. stresstips.com/some-shocking-stress-statistics-just-how-bad-is-it/

Businesses lose an estimated $602 per employee per year due to an employee’s life stresses getting in the way. BenefitsPro,  May 25, 2016: Combating the Effects of Employee Stress by Norbert Alicea. benefitspro.com/2016/05/25/combating-the-effects-of-employee-stress

Employee stress is responsible for 68% more unplanned missed days of work per year.  Gallup Business Journal, July 7, 2014: What Your Workplace Programs are Missing by Dan Witters, Research Director of the Gallup-Healthways Well-Being Index, and Sangeeta Agrawal, Research Manager at Gallup. gallup.com/businessjournal/172106/workplace-wellness-programs-missing.aspx

Quick Navigation: Sales Process January 2, 2020