Workplace Wellness Strategies
225.445.5814

Measure Meaningful Outcomes of Your Employee Wellness Program

Measure outcomes; wellness programs; culture of wellness; company goals;Measure Outcomes of 2016: Looking forward, what has your workplace wellness taught you?

Now is the time to reflect on the successes and challenges you have experienced with your wellness program over the past year. Put some effort into reflecting on the past year and it can help you in moving forward with new purpose, establishing where most of your efforts and resources should go.

There is much to benefit from the process of assessing what works for your company and what doesn’t. This time you spend to measure outcomes will provide insight on whether your efforts, ideas and wellness culture have aligned with your overall shared values and goals. This isn’t just important for the success of your wellness initiatives but also for the success of your company overall.

How do I measure outcomes for my company’s wellness this past year?

There are a lot of ways to measure the success of a wellness program. There is also a good bit of controversy and conversation on what works best. As a wellness company we strongly suggest using data and evidence-based programs so you can clearly define and evaluate results. However, we also believe there are numerous other elements to a program and the company as a whole that can inspire change in the workforce. Keep in mind there is more than one way to assess how your wellness program is going. Start by taking some time to ask yourself the following questions.

Digging a little deeper to measure outcomes of your wellness program.

How clearly do I understand what drives the motivation of my workforce? How can I tap into those motivators to encourage better engagement and participation in our company’s wellness program?

It’s important to understand what really makes your employees tick. In my experience, every group is very different. Sometimes the messaging and the incentives need to differ for each group. If employees don’t feel like you support them or understand them, they are less likely to engage.

As a leader, are you personally setting a good example? Are you working the tools provided through your wellness programs just as you expect your employees to?

How involved have you and your company’s top leaders been in your wellness program initiatives? Is there anything you can do to be more of a team player this year? Think about what personal wellness goals you would like to focus on as well. It’s important as a leader to set a good example by taking care of yourself and participating in all aspects of your wellness program.

Have you created an improved culture of wellness in your company? Do you feel like the overall mood of your workforce has improved?

This might be one of the most important measures of a successful wellness program and one that you should be focusing to improve each year. Employee well-being and wellness programs need to be integrated into your company’s values and goals. This will help to set the precedence that wellness is for the long-term- for everyone involved in your company. Ask us how we have helped numerous other companies achieve this through our Healthy Campus, Healthy Employees Program and our consulting services.

Have you heard employee feedback? Do your employees feel supported and seem receptive to programs and initiatives you have implemented this year?

Have you asked for employee feedback or conducted any surveys? It’s important to get different perspectives from the individuals throughout your organization. Asking for feedback sends the message that you care about what your employees think. This will also help to spark fresh ideas and improvements for your decision makers.

Have you looked closely at your data? How are your participation rates and what measureable data have you been able to obtain?

Analyzing data and tracking participation is tough and can definitely be a lot of work. But it is essential in establishing meaningful programs that will produce return on your investment in the future. Having a reliable wellness vendor will ensure that you get consistent data without taking up too much of your time or productivity. Contact us for more information about our data reporting process.

Do have a strong wellness committee or wellness ambassadors within the company to support your efforts?

Wellness is a full-time job and as a provider we make it a point to take on as much of that workload as possible. But even for our groups that we have the highest level of interaction with, we still need those feet on the ground. Those employees within the company who are excited about wellness and serve as motivators and ambassadors to others. Are you working to identify those wellness champions in your group and tapping into the value they have to offer?

For more tips on how to create a healthier lifestyle for you and your employees, contact SB Wellness today for a free consultation. From biometric screenings for your employees to wellness programs and seminars, we can help you create a healthier, more productive workforce for your organization.

Sb wellness group, SB wellness staff; corporate wellness; workplace wellness programsShelly Beall is founder and owner of SB Wellness Group. SB Wellness has been helping businesses develop customized solutions for wellness programs with proven success for more than 20 years. From planning and implementation to screening and data collection, we orchestrate each stage of the wellness development process from start to finish. Find out more at sbwellness.com or sign up for our Workplace Well-Being Insider designed to keep employers and directors up-to-date on informed about the latest in employee health news and workplace wellness programming.

Leave a Reply