In today’s culture, work-life balance is key to many employees today. And companies today are taking note. Major companies such as Shell, Motley Fool, and Intel Corporation, for example, have started wellness programs to encourage various wellness habits such as healthy eating, exercise, and weight loss. However, as we discussed in our guide to Help Employees Engage with Your Company Resources, company leaders need to have a plan to get employees to take advantage of those resources. Here we discuss a couple of ways to help develop your corporate wellness strategy.
For many companies, creating a culture of wellness is associated with a more motivated and productive workforce. But measuring the culture of wellness and the effectiveness of the different wellness programs is challenging. “The impact of well-being on the bottom line can be difficult to tease out since human behavior is complex and determined by multiple factors,” says David Ballard PsyD, MBA and the director of the Center for Organizational Excellence, of the American Psychological Association (see the article in Forbes).
There are ways for companies to still understand how involved employees are with the overall company’s wellness program. Here are two key ways to measure the effectiveness of your program:
- Track employee access to wellness program resources
- Employee Surveys
1.Track Employee Access to Wellness Program Resources
An easy way to measure how employees are interacting with company resources is to see the utilization rates for each of the tools you make available to them. For example, if your company has recipes for health or if your company sends blogs, look for the percentage of employees that are accessing those resources regularly. Track data on items such as:
- How many people are attending the various wellness sessions (whether it is online or in person)?
- Measure the time spent by employees watching wellness videos
- Look at the percentage usage rate of your wellness programs, such as the employee assistance programs and financial planner resources.
Figure 1. Sample utilization of resources data
A key to the success of a wellness program is ensuring that employees know about the resources available to them and how to access those resources. Wellness resources can often be scattered into multiple platforms and apps, making it challenging for employees to remember to use them when they need the resources.
For example, we recently met with a company with over 700 employees and their families covered by their doctor telemedicine program. Yet, the company had less than 50 calls in the entire year.
Surveys should be simple and easy to answer. Example, simple questions such as “have you ever used out exercise program?” or “how important is it for you to have access to a telemedicine doctor program?” The Continuwell platform allows companies to ask questions that can be answered on a mobile phone.
Another great way to use surveys and encourage the use of your wellness programs at the same time is to reward employees for activities that they document on a survey. For example, another customer recently asked to set up surveys where employees could log in at their gym visits and count them towards rewards. Other examples include donation forms, RSVP forms, event registration forms – all the different ways to quickly evaluate your staff engagement and interest in different events.
Looking to ease employee access to your various company resources and to measure engagement? Check our ebook: Engaging and Communicating with Employees
Want to improve your staff access to company resources? Contact us for a free evaluation of your needs and the best strategies to address them.