5 Reasons Why Employer Wellness Programs Don't Work

5 Reasons Why Wellness Programs Don't Work

Wellness programs are becoming increasingly popular among employers, as they offer a way to improve the health and well-being of their employees. In fact a Harvard Business Review survey found that "70% of employee participants reported that their company’s offering is an indicator that their employer cares about them." However, not all wellness programs are created equal. Some programs fail to achieve their intended goals, and there are a number of reasons why this might happen.

We will highlight five of the most common reasons why wellness programs don't work. We will also provide some tips on how to create a wellness program that is more likely to be successful.

1. They are not tailored to the individual.

One of the biggest problems with many wellness programs is that they are built and designed for the majority of your employees, not for all of the employees, much less tailored to the individual needs of employees. This means that the programs may not be relevant to the employees' interests or goals, and they may not be effective in helping them move to a place of wellness.

To avoid this problem, it is important to survey your employees and get their input on what they would like to see in a wellness program. The program should also be flexible enough to allow every employee to choose the activities that are most relevant to them.

2. They are not sustainable.

Another common problem with wellness programs is that they are not sustainable. This means that the employees may not be able to maintain the changes they make to their health and wellness as they journey through seasons in life. Built in friction and barriers to utilization are very common in broker packaged wellness programs. It's bundled to look good but not really be used.

To make a wellness program more sustainable, it is important to focus on creating long-term changes. This means building a culture that supports helping employees to develop healthy habits that they can stick with for the long haul. It starts at the top.

3. Wellness program is not integrated into the workplace culture.

In order to be successful, a wellness program needs to be integrated into the workplace culture. This means that the program should be promoted by management and supported by the company's policies. Did I already mention, it starts at the top :)

In the mentioned Harvard Business Review survey, 69% of employees said they simply were not aware that their workplace had a wellness program. 53% of those survey said there were cultural barriers and lack of support from their employer that prevented them from fully engaging. This would appear to be an easy barrier to remove, but many times communicating from HR to the employees how and where they can use their non-medical benefits is really hard.

If the wellness program is not integrated into the workplace culture, it is unlikely to be successful. Employees will be less likely to participate in the program if they do not see it as a priority, and will not be able to establish the healthy habits needed.

4. They are not tracked or evaluated in a meaningful way

It is important to track and evaluate the results of a wellness program in order to see if it is effective. This will help to ensure that the program is meeting its goals and that it is making a positive impact on the health of employees. Money is tight, employers want to know if this is a good use of funds and what is the return on their investment?

If a wellness program's desired goals are not defined, and the results not tracked or evaluated, it is difficult to know if it is working or not. This could lead to the program being discontinued even if it is actually effective.

5. They are not personalized.

One of the most important aspects of a successful wellness program is personalization. This means that the program should be tailored to the individual needs of each employee, in fact this may not be enough. More and more companies are pushing towards individualization, a unique experience fingerprint if you will for each employee.

If the program is not individualized, it is less likely to be effective. Employees will be more likely to participate in a program that they feel is relevant to them and that is designed to help them achieve their specific goals. When an employer wellness program only services a majority of your employees, it has failed.

Tips for Creating a Successful Wellness Program:

• Tailor the program to the individual needs of employees.

• Make the program sustainable.

• Integrate the program into the workplace culture.

• Track and evaluate the results of the program.

• Individualize the program to the needs of all of your employees.

By keeping these tips in mind you can create a wellness program that is more likely to be successful. A meaningful wellness program can help your company recruit, retain, and re-engage your employees. This in turn will help to improve the health and well-being of your employees, which can lead to increased productivity and decreased costs for your company.

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