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  • Writer's pictureWellness Workdays

Workplace Wellness: Can I Really Expect Outcomes From My Employee Well-Being Program?

In short – absolutely! Almost every employee well-being program that is designed strategically to meet the needs of a population can expect to see some form of outcome.


But what do we mean by “outcomes”? More than the traditional biometric markers, our definition includes any measurable positive changes to your workplace environment or overall employee well-being. The key to achieving the outcomes you desire is to match your goals and expectations with the type of program you are offering. A well-being program that is participation-based and centered around fun wellness challenges, lunch & learns, health fairs, and other community-building elements can expect to see outcomes such as increased employee satisfaction, employee retention, and a positive workplace culture. These are wonderful results that can be demonstrated through assessment tools like thoughtfully created surveys and by tracking employee turnover rates. These outcomes may match your goals perfectly! However, this type of program may not necessarily lead to significant changes in health risks such as blood pressure reductions or lower claims costs, at least not right away. Expecting these outcomes from a purely participation-based program design is not always realistic.


If your organization’s goals are to realize measurable reductions in health risks translating to reduced claims costs, it is important to invest in a more intensive program that will more directly address the physical, mental, and lifestyle health risks present in your employee population. A program designed to achieve these goals will typically include elements such as one-on-one motivational health coaching, high-risk behavior-change programs, and of course some means to measure your desired outcomes such as biometric screenings, mental health surveys, and other forms of risk assessments. As an example, a recent client case study showed that with 80% participation in the wellness program, the employee population saw 70% of hypertensive blood pressures lowered, 50% fewer employees experiencing depressive episodes, and 33% reporting less stress. Overall, 60% of participants moved to a lower-risk tier than where they started. These changes resulted from a wellness program that was strategically planned to achieve the organization’s goals. The design centered around continuous one-on-one health coaching with regular biometric checks and well-being assessments – a much more intensive approach than the one described earlier, with a correspondingly more direct impact on the health of the employee population. Both program types can be very successful, depending on what success looks like to your company.


Helping you match your outcomes goals and expectations with the appropriate program design and evaluation tools is one of the primary ways Wellness Workdays can guide you on a path to success! Contact us to learn more about our services.

1 Comment

Apr 11

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