Employee wellness programmes are a central component of your benefits package when trying to attract talent, but how many employees actually use them?
Studies suggest that very few do. Research by RAND1 reveals that only 20-40% of employees with access to employee wellness programmes actually take advantage of what they offer. So what steps can HR teams implement to change this?
David Rice, an HR expert at People Managing People, shares some actionable steps HR teams can take to fix their wellness programmes.
“A lot of companies introduce wellness programmes and associated technologies with the best intentions, but they often miss the mark on aligning these initiatives with the actual needs and preferences of their employees.” David comments.
“Traditionally, wellness programmes have included things like yoga classes, meditation resources or materials about nutrition.
“However, they are very rarely informed by things employees would actually find beneficial to them, and that is where the problem lies. Wellness is not one-size-fits-all, and programmes that fail to recognise the individualised nature of health and wellness are likely to see lower engagement.”
How do you know if your employee wellness programme is ‘broken’?
David explains:
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You didn’t ask
“A common mistake is viewing wellness programmes as a box ticking exercise. This often leads to searching for the easiest or cheapest solution, or developing one based on assumptions about wellness trends, rather than employee surveys.
“Gathering regular feedback from employee surveys or focus groups is crucial to understanding their specific needs and preferences. The programme itself should be holistic, encompassing physical, mental, social, and financial well-being.”
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Poor communication
“This isn’t just about communications in the form of a company email. It’s about the understanding of the wellness programme throughout the organisation, starting with leaders and working its way through your communication platforms.
“When done poorly, employees are left with little understanding about the intent of the programme, where to access it, why they should engage with it and how they’ll benefit from it.”
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A lack of trust
“For some employees, to engage with an employer who is collecting data around programme usage and employee engagement with wellness programmes requires a high level of trust.
“This is one area where getting employees to share their success stories with the programme will help. But ultimately, it comes down to a question of culture and how well your organisation does when it comes to helping employees feel psychologically safe and accepted.”
How to fix your employee wellness programme
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Cultivate a supportive culture
“Creating a culture that genuinely values employee wellness begins with executive buy-in.
Leadership at all levels will need to communicate a message that employee health is a company priority, not just a box to check.
“Like any cultural shift, this requires a level of commitment that people can see and feel. This starts with ensuring you have invested in wellness programmes that go beyond standard offerings to include mental health support, collaboration on wellness action plans, and ergonomic workplaces.”
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Build your feedback loops
“Getting feedback on a regular basis is crucial in tailoring wellness programmes to meet the needs of the workforce. The use of surveys, suggestion boxes, and regular wellness meetings can help gather actionable insights.
“Technology also plays a role here too. Provide platforms for employees to voice their wellness preferences and do it anonymously, if desired. This data can then be analysed to adjust programmes in real time, ensuring they remain relevant and engaging.”
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Technology integration
“Advanced analytics help identify patterns and trends in employee engagement and health outcomes, guiding more informed decisions about programme offerings.
“Mobile apps deliver personalised wellness tips and track progress, making wellness an everyday habit rather than an occasional check-in.”
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Leadership training and development
“At the end of the day, if you want leaders and managers to promote wellness practices and initiatives, you’ll need to equip them with skills to embody those things.
“Training programmes should focus on teaching leaders how to create inclusive environments that respect individual wellness journeys and how to motivate teams by setting examples in their own behaviour.”
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Top-down wellness advocacy
“When leaders actively participate in and advocate for wellness challenges, it sets a powerful example for the rest of the organisation. This trickle-down effect helps to normalise participation and diminish any stigma around prioritising personal health.
“Leaders should be visible in their engagement with wellness activities and open in discussing their own wellness journeys, encouraging a more open and supportive workplace culture.”