3 Tips to Increase Wellness Program Participation

Getting employees to participate in wellness programs is more achievable with a well-structured program. A recent survey of 465 full-time employees from companies that currently offer a health, wellness and fitness program, evaluated the rapidly changing expectations of wellness program participants and the reasons why some employees do not participate. The results highlighted some intangible factors that drive participation.

Communicate Your Wellness Program Effectively
About 60 percent of nonparticipants indicated that while they have an interest in participating in wellness programs, they do not for a variety of reasons including a lack of information or awareness, inconvenience, unsupportive company culture, and trust and privacy concerns with their employer. Of all these barriers, 69 percent of nonparticipants said they simply weren’t aware their workplace had a wellness program.

Remove Barriers to Participation
Employers can overcome many of these obstacles. Nonparticipants specifically said they want to interact with their coworkers who share similar interests and health issues. However, 53 percent do not fully engage because of inconvenience and their employers’ lack of support for their participation. In other words, all management from the CEO to individual managers need to tell their employees it’s okay to take a break during the day to use the gym, go for a walk, or attend a wellness program on stress or weight management. Equally important is that these activities, programs and facilities are readily accessible.

Personalize Your Program
Both participants and nonparticipants agreed that wellness programs need to incorporate a personalized, one-on-one approach to support their specific health needs. Almost 75 percent of participants said this is an important part of program. As you develop your program, keep in mind that employees are looking for knowledgeable “live” experts — coaches, fitness professionals and registered dietitians — who are credible, accessible, and supportive of their unique needs.

Employers should take a strategic approach and start by keeping the end goals in mind. It’s vital to use multiple approaches and communication methods to reach workers, regardless of their geographical location. Lasting change takes time and requires engaging individuals where they need help (physical, social, emotional or financial) and ultimately developing personalized programs with the appropriate support. Provide hands-on help and establish a trustworthy connection at the individual level to guide employees to the right choices – it’s not enough to hand out activity trackers, such as a Fitbit, or rely solely on online information. Employees want a human touch. Select on-site staff who can engage the corporate culture, educate employees on a program’s effectiveness, and provide examples of participants who are “people like me” to serve as wellness champions. The power of wellness programs is that companies can help improve how employees go about their lives. Finding the most effective way to get there is the key to success.

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