6 wellness mistakes advisers can help employers avoid
Published June 12, 2014 5:17 PM
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Updated June 16, 2014 12:51 PM
1 Min Read
1. Imposing goals on employees rather than empowering them to set their own goals
Every employee is unique. Yet most wellness programs present cookie-cutter program goals that may not tailor or attract much of the employee population, says Bierbower, adding that effective wellness programs ask employees what they want to accomplish and encourage them to set their own goals and design their own health and wellness pathway. [Image: Thinkstock]
2. Offering goal-based incentive programs without guidance
Employees often know what needs to be done in order to achieve better health, including losing weight and reducing stress, but they dont know how to do it. Most wellness programs are missing the guidance on how to reach personal health goals with their employees. Advisers can work with employers to not only incentivize achievement, but also activity, Bierbower suggests. Celebrate the small steps that need to be taken to achieve the big goal. Coaching through motivation and positive reinforcement along the way will help employees reach their goals. [Image: Thinkstock]
3. Relying on self-reporting rather than verifiable actions
In order to truly support employees in achieving their goals, companies cant simply rely on self-reported data, which can give an inaccurate picture of employee activity. Most wellness programs only credit employees for signing up for a gym membership or a 5k run, rather than verifying and rewarding their workouts and the steps they are taking toward better health, according to Bierbower. She says effective wellness programs rely on data that is 100% verifiable and automatically updated, leaving nothing to chance. [Image: Thinkstock]
4. Overlooking the influence of family
The health behaviors of family members can either stimulate bad habits and shortcuts or encourage good intentions. Yet many wellness programs do not incorporate families and thereby neglect a crucial component of success for many employees, Bierbower says. Advisers should work with employers to integrate family participation, which will allow employees to be focused on health goals in and out of work sites. [Image: Thinkstock]
5. Analyzing how the program is being used rather than how it is working
Many wellness programs have failed to demonstrate that they do in fact work, Bierbower says. Few report what metrics they are targeting and what success factors they are measuring that clearly indicate a benefit to the employer and employee. Advisers should help employers implement an effective wellness program that both promises and proves it can get results. [Image: Thinkstock]
6. Not matching the wellness program with the companys culture and health priorities
Many employers go straight to the perceived solution an off-the-shelf wellness program without knowing where their employees stand in terms of health and wellness, says Bierbower. Advisers can help employers benchmark their employees to determine health priorities and craft a wellness program that is designed for their clients unique situation and culture. [Image: Thinkstock]
