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Measuring Outcomes for Employee Well-Being: How Did You Do in 2017?

measuring outcomes; employee wellness programs; wellness program evaluation; goal setting; new year goals; company values; culture of wellness; employee well-beingMeasuring Outcomes for 2017: What has your employee wellness program taught you this year?

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 2017 and it will help you move forward with new purpose. You will be able to better establish where most of your efforts and resources should go next year.

You will benefit from the process of assessing what works for your company and what doesn’t. The 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 is important for the success of your wellness initiatives as well as the success of your company overall.

Be strategic in how you measure outcomes for your company’s wellness programming.

There are a number of ways to measure the success of a wellness program. We strongly suggest using data and evidence-based programs so you can clearly define and evaluate results. Spend time evaluating any and all program reports and data, including participation rates. What areas have you seen a positive impact? What continues to be your pain points as a group? More importantly, are you reaching all employees across your population? Do you feel like you are engaging those with high risks or not? These are all important things to think about when looking at your outcomes.

Beyond your biometrics you may be measuring and your health care costs and claims, there are additional areas you should also be evaluating. 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 motivates my workforce? How can I tap into those motivators to encourage better engagement and participation?

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 and to engaged 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 is one of the most important measures of a successful wellness program. 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. That it is for each individual 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 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 certainly a lot of work. However, 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.

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. However, even for our groups with the highest level interaction we need those feet on the ground. Those are the 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 21 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.

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