What is the Most Important Feature of a Wellness Program?

By Katie O’Neill

When it comes to promoting better health in the workplace, there is no shortage of solutions, products, and confusion. The options can start to sound like a Dr. Seuss book: There are programs for eating, exercise, stress and naps; there are programs in person, by phone, or on apps. While all of these things are important pillars for a program, the most overlooked and important aspect to include in a wellness program is not about incentives, challenges, or a new solution. The most important feature is simply, intention.

While intent and meaningful outcomes are the driving force behind investing in a program, they can be lost in the shuffle. Being intentional with the overall strategy and the program components helps to drive a goal and purpose, making more effective use of the invested time and funding. Saving money on healthcare costs or improving health are general end goals, but being purposeful creates a better overall strategic direction. For example, instead of a broad focus of “I want our employees to have lower health care costs”, frame it as “I want our employees to become more invested in their own health and to have the resources and motivation to become healthier”. With this focus, you can evaluate the pieces and parts and determine if they fit the overall intent vs. following a formula that might not work.

Here are some examples of how to promote a more intentional approach with workplace well-being:

Initiatives and activities fulfill a purpose and not a checkbox

Administering a wellness program on top of the many other duties and responsibilities of human resources can be understandably daunting. It can be tempting to wash, rinse, and repeat the same campaigns and activities every year. But, are these activities continuing to make an impact? For example, biometric screenings and health risk assessments may help employees initially become aware of their health status, but after a few years, they can become transactional to achieve an incentive, without any change or action the other 364 days of the year.

The environment matches the intended goals

Managing weight and chronic conditions amounts to the small things done every day, over time. While one-time events can help promote enthusiasm and motivation, it is important to support on an on-going basis through behavior change. Willpower tends to ebb and flow, but habits shape outcomes. Make sure the healthier choice is the easier choice (keeping unhealthy foods at a minimum in the workplace, and promoting daily walking and stretching breaks).

The policies match the intended goals

Behavioral health and stress management solutions are trending, but often times the workplace policies can contribute or detract from the results. Poor work life balance not only interferes with mental well-being, but it can also contribute to decreased morale, poor lifestyle choices, relationship stress, loneliness, and decreased health status. Unused PTO or working during PTO, long commutes, overly taxing workloads, and unescapable stress are counterproductive to creating the space needed for healthy habits to take root.

You can put yourself in their shoes

One of the most simple and important questions to ask yourself before implementing an initiative, is “Would I engage in this program, if that was my situation? Would this be useful?” For example, watching a short video on a condition might be required to gain an incentive, but will it impact behavior? Is it providing any information that was not already known?

Abandon the carrot or stick mentality

People can be both predictable and baffling in their behaviors, and boiling motivation down just to reward or punishment can be limiting. Neither of these can replace intrinsic motivation, which can change over time and differ from person to person. Ultimately people make choices based on their habits, and those habits are based on their currency—what is valuable and meaningful to them. Encouraging small, frequent rewards and understanding what people value can help create a better incentive structure. If time is their currency, consider how flexible work schedules or personal care days can help promote making healthier choices. Also, evaluate programs and initiatives that allow everyone the opportunity to improve their health (including spouses) in the areas where they need the most help (physical, mental, social, and emotional health).

Navigating the world of workplace wellness can be an overwhelming experience, with many considerations from engagement to compliance. Being intentional with initiatives can help provide the view of the forest through trees. Remember, as Dr. Seuss said, “sometimes the questions are complicated and the answers are simple”.