5 Best Practices of High-Performing Corporate Wellness Programs: Introduction
June 5, 2013 / Employee Engagement
Companies of all sizes are effectively implementing wellness programs and reaping the rewards of an engaged, more productive workforce. These benefits motivated a white paper, “Five Best Practices of High-Performing Corporate Wellness Programs” (free download).
This series will draw on a wealth of experience, external research, and Virgin HealthMiles’ robust analysis of client data to outline the key factors within your organization that can drive your employees to enroll in, and stay engaged with, your workplace wellness programs.
First, the good news. Leading employers know they need to create healthy cultures
to attract and retain top talent, improve productivity, contain medical costs, and boost employee engagement.
Increasingly, corporate America is implementing innovative workplace wellness programs to make it easier and more fun for their employees to adopt and sustain healthy lifestyles. A full 86 percent of U.S. employers offer some form of wellness program, according to the Society for Human Resource Management (SHRM).
Now, the not-so-good news. Most companies still struggle to keep their employees engaged in long-term healthy behaviors. They’re failing to get the biggest bang out of their wellness-program buck. Participation rates have remained frustratingly low — under 15 percent, on average.
Our research shows high-performing wellness programs share five key factors that are missing among companies with lower-performing programs. Companies with the highest levels of initial enrollment, ongoing participation, and continued success each have:
- A formal network of program champions;
- Dedicated, experienced internal staff to support wellness programs;
- A desire to seek ongoing support from outside experts and consultants;
- A culture of health that’s embedded within their broader corporate culture, often as part of their corporate mission;
- A single identity, or brand, for their wellness initiatives, under which they communicate all of their employee wellness programs and benefits.
So many variables can affect your employees’ decision to enroll and stay engaged in your wellness programs. Working with your program providers, you can build many
of those factors into the design of your programs. Other factors, however, stem directly from your organization’s culture.
In our next post, discover how you can develop a network of program champions to make your wellness initiatives more successful in reaching the end game: healthier, happier, and more-productive employees. Subscribe and stay tuned for the next installment.
Have an example of how your company has successfully created a healthy, engaged workforce? Leave a comment below.