However, that doesn't mean you have to give up trying to measure the impact or jump to the conclusion that it doesn't have an impact at all. A third of employers say they have the metrics they need to justify their investment in a health and wellness program.
Every wellness program needs a clear vision. Why is your organization on this wellness journey? What are you trying to achieve? All of those reasons may be important to you, but are they equally important? Defining your why is the defining step. For example, if your goal is retention, you need to understand what is currently driving retention.
Think: What do employees value or don't that makes them more loyal? You need to be specific. Stay with us on this train of thought: Do employees appreciate their benefits and compensation the most?
If that's the key to retention, it should be the focus of your wellness program. If they want better job satisfaction and career development, then that should be your focus. To help you center your thoughts and further your strategy on step two, read our post the benefits that are most important to employees: Benefits that Employees Value the Most. When it comes to analyzing the operational performance leading indicators of your wellness program, smart questions to ask are:.
When it comes to analyzing your wellness program outcomes lagging indicators , smart questions to ask are:. HIPAA compliance and not seeing individual employee data may also be a challenge for you within your organization. But without expertise in how to improve specific areas of the business that are underperforming, how can you improve? A lot of wellness programs use claims analysis to influence their wellness program design so that they can stratify wellness participants and direct them to interventions for high-risk individuals.
Our configurable wellness programs are centered around creating and sustaining motivation to help employees get and stay healthy. By collecting and delivering crystal clear reporting of aggregated claims and biometric data, we can show you pockets of the population that need extra attention, but also those who report a high readiness to change, so that together, we can improve the health of your workforce in a targeted and meaningful way.
For example: After reviewing their wellness program report from Bravo, Graco Inc. Let them know ahead of time what features and functions are most important to your company. After the product demonstrations are complete, at least two clear candidates should emerge. This step is what the whole selection process has been for: getting to the point where you and your chosen vendor can begin building an employee wellness program that fulfills the needs of your company and your employees.
If this sounds overwhelming, never fear. Account Login. The WellRight Blog The latest on employee wellness. How do you do this the right way? Read on. Why is employee wellness such a priority right now? Evaluating Corporate Wellness Vendors To get the best chance of selecting a vendor who will be a perfect fit, the RFP process has to be thorough. For a comprehensive step-by-step guide, download your free RFP toolkit , which includes: A fully detailed breakdown of each step. A needs assessment questionnaire.
A vendor pre-qualification checklist. An RFP template and scorecard. For this step, you should answer questions such as: Does your leadership support a wellness initiative? Do you have an effective wellness committee? Do you understand the role of the platform? Are you looking to migrate to a new vendor? A company-wide workplace needs assessment survey should consist of questions like: What workplace wellness initiative are you interested in? What kind of fitness technology apps, wearables do you already use?
What have you liked and disliked about previous corporate wellness platforms? Which incentives and features would motivate you the most? Step 3: Identify Your Business Objectives A well-designed corporate wellness program can deliver business benefits such as reduced healthcare costs, less absenteeism, improved productivity, and increased morale.
Our recent guide to the cost of an employee wellness program provides a detailed explanation of this topic. How quickly do you need your wellness program to be up and running? From start to finish, it can take up to six months to launch a new wellness program. An evaluation plan should also be practical - that is, evaluation efforts should be conducted within an organization's means and in perspective to the overall scale of the intervention itself. For instance, if you're gradually introducing wearable technologies into your employee wellness offerings, then select devices that have built-in features and metrics that can easily be integrated into your existing [or planned] evaluation platform.
Naturally, you want to customize an evaluation plan around your organization's wellness goals, worksite culture, evaluation resources, and level of available evaluation expertise. For starters, an evaluation action plan is greatly enhanced when the intervention it is assessing contains goals that are developed around the following five criteria:. Too often, worksite wellness personnel skip the important task of establishing a clear, concise, and realistic evaluation plan of action.
Consequently, tracking and measuring appropriate employee -and- organizational health indicators tied to the actual wellness intervention can be challenging, at best. These pitfalls can be avoided by investing quality time and effort upfront to develop appropriate questions for each of the key components within a respective evaluation. By and large, this gives you and your team a strong platform to develop of vision of why an evaluation is needed, what actions need to be performed, who is responsible for each action, when key tasks need to be conducted, where key actions are conducted, and how they should be performed.
By adopting this Socratic approach in each aspect of your evaluation plan, you can enhance your evaluation efforts and, thereby, determine - sooner, rather than later - if you're on the right track.
David Chenoweth , Ph. Since , he has written several worksite wellness planning and evaluation books and two EPG reports published by the Society for Human Resource Management Foundation. He recently developed CorpwellRx - the industry's first 3-in-1 online worksite wellness calculator.
Take the 5-min. About the Author David Chenoweth , Ph.
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