KelseyCare Blog

3 pitfalls of traditional employee wellness programs

Posted by Paula Turnquist

On paper, most workplace wellness programs appear to provide adequate incentive for employees to participate. However, as most companies who have implemented such programs in their own offices could tell you, they seldom live up to their potential. While these disparities may be due to any number of factors affecting companies or their employees, the same fundamental flaws are often behind wellness programs' eventual demise. 

In this post, we'll walk through three qualities many ineffective wellness programs share, pointing out ways to avoid the pitfalls in your own organization:

They operate independently from the organization's culture
In order for any organization-wide change to take place, a company has to commit to making the desired behavior a part of their culture. By tying new actions directly to well-communicated company goals, individual employees will be able to see how their participation aligns with the company's values. Plus, turning individual goals into community targets can help keep participants motivated. 

Let us s​how you how you can save 15-30% on your company's total medical  costs. 

They are too generic
Every workforce is unique: some are full of tech-savvy Gen Yers, some rely on the expertise of venerable Boomers and still others heavily recruit millennials. Beyond generational differences, location, industry and general interests vary widely between companies. Simply walking into another nearby office is an easy reminder of this fact. Wellness programs should reflect these differences. For example, millenials may be more likely to engage with
programs that utilize digital and social tools, Benefits Pro reported. 

They fail to define success
While there is no limit to the amount we can improve our personal well-being, every corporate wellness plan needs a target for success. By defining what successful participation in the program looks like before it begins, employers can help participants measure their progress toward this goal, taking advantage of the power of visualizing growth and incremental achievement. 

Posted by Paula Turnquist

Paula Turnquist joined Kelsey-Seybold Clinic in 2013 as sales manager of Employer Products. She is responsible for the sales of products and services ranging from employer group health plans to Executive Health and Occupational Medicine programs. Paula is originally from the Dallas-Fort Worth area and is a Nursing and Health Care Administration graduate of Texas Christian University in Fort Worth. She has worked in healthcare since 1976 serving major hospital systems, physician practices, venture capital start-ups and large insurance carriers.

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Topics: workplace wellness, employee wellness program

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