Workplace Wellness: Benefits Of Results-Oriented Wellness Programs

Truworth Wellness

May 3, 2017 • 4 min read

Wellness programs have become a popular way for organizations to promote health and well-being among employees while also reducing healthcare expenses. When implemented effectively, wellness programs can significantly cut healthcare costs by encouraging employees to adopt healthier lifestyles. However, many companies are unaware that there are three primary types of wellness programs: activity-oriented, awareness-oriented, and results-oriented. The latter, though the least commonly implemented, has consistently proven to be the most effective in driving tangible improvements in health outcomes and reducing costs.

This article explores the three types of wellness programs, with a special focus on the benefits of a results-oriented program, and provides practical tips for successfully designing and implementing one in the workplace.

Types of Wellness Programs

1. Activity-Oriented Wellness Programs

Activity-oriented wellness programs are among the most widely recognized. These programs combine health awareness with participation in activities that promote well-being. The idea is to motivate employees to engage in healthier habits through participation in specific events or challenges.

Examples of activity-oriented wellness programs include:

Weight-loss challenges
Walking programs or step challenges
Free or discounted gym memberships

Typically, employees are incentivized to participate by offering rewards such as cash bonuses, gift cards, or additional vacation days. These programs can encourage a healthier workforce, but companies often see a slow return on investment (ROI). In fact, it may take three years or more before healthcare savings are significant enough to offset the initial investment.

2. Awareness-Oriented Wellness Programs

Awareness-oriented wellness programs focus primarily on providing employees with the information and resources needed to make healthier lifestyle choices. These programs are centered around education rather than direct participation in activities.

Examples of awareness-oriented programs include:

Health workshops
Educational seminars on nutrition and exercise
Access to online wellness platforms offering tips for healthy living

While these programs may appeal to employees who are already health-conscious, they often fall short in driving real change across the broader workforce. As a result, they have limited effectiveness in reducing healthcare costs because they tend to focus more on theoretical knowledge than on behavior modification.

3. Results-Oriented Wellness Programs

Results-oriented wellness programs take a more hands-on approach, focusing on measurable outcomes and long-term behavior change. This type of program integrates both awareness- and activity-based components but places a strong emphasis on achieving specific health goals.

Examples of goals in results-oriented programs include:

Reducing blood pressure levels
Lowering body mass index (BMI)
Quitting smoking

When results-oriented programs are combined with strong incentives—such as bonuses for meeting health targets or premium reductions on health insurance—they have the potential to significantly reduce healthcare costs. Additionally, these programs contribute to other organizational benefits like reduced absenteeism and fewer workplace accidents. Studies have shown that results-oriented programs generate the highest ROI when compared to other wellness initiatives.

Key Components of Successful Results-Oriented Programs

To ensure success, results-oriented wellness programs must be well-structured and incorporate several key elements:

1. Health Risk Appraisals

A health risk appraisal is an essential first step. This survey helps assess the health risks employees face by evaluating their lifestyle, medical history, and current health status. The information gathered can guide the focus of the wellness program, ensuring that the interventions address the most critical health risks.

2. Health Testing

Conducting health tests provides employees with a clear picture of their health. Measurements like weight, BMI, blood pressure, and blood lipids offer benchmarks that employees can use to set goals for improvement. Periodic health testing also allows for tracking progress and identifying areas that need further attention.

3. Incentives

Strong incentives are critical for motivating participation and driving behavior change. Whether it’s offering cash rewards, paid time off, or discounts on healthcare premiums, incentives encourage employees to take the program seriously and make real lifestyle changes.

4. Education

While the primary focus is on results, education should still play an important role. Providing employees with access to information on healthy eating, regular exercise, smoking cessation, and stress management helps reinforce their commitment to making sustainable lifestyle changes.

5. High Participation Rates

The success of any wellness program depends on employee participation. To boost participation rates, companies can employ marketing strategies, clear communication, and attractive incentives. The higher the participation, the greater the likelihood of reducing healthcare costs and improving overall employee health.

6. Frequent Communication

Maintaining regular contact with employees is vital for keeping the program top of mind. Companies can use posters, emails, and internal communication channels to remind employees of their wellness goals and program deadlines, which helps sustain engagement.

7. Family Involvement

Encouraging employees’ families to participate can increase the effectiveness of the program. When family members are included, employees feel more supported and are more likely to adopt healthier habits as part of their daily routine.

8. Exercise and Smoking Cessation

Providing access to fitness facilities or discounted gym memberships promotes physical activity, while offering smoking cessation programs helps combat one of the leading health risks in the workplace. These components are vital to improving health outcomes and reducing healthcare expenses.

9. Flexibility

To accommodate employees’ varying needs, flexibility in setting goals and program standards is important. A one-size-fits-all approach often fails, whereas personalized programs tailored to each employee’s most pressing health risks can lead to more meaningful results.

Steps to Successfully Implement a Results-Oriented Wellness Program

1. Form a Wellness Team

Designing and administering a wellness program requires a team of dedicated professionals. Forming a wellness team ensures that the program has the resources and oversight needed to run smoothly and effectively.

2. Secure Executive Approval

Executive support is crucial for any wellness program to succeed. Without buy-in from leadership, the program may lack the necessary funding and organizational backing. Having senior-level support sends a strong message to employees that wellness is a priority.

3. Develop a Plan

The wellness team should create a detailed plan that outlines the program's goals, initiatives, incentives, and metrics for success. The plan should be tailored to the company’s specific size, needs, and budget.

4. Monitor and Evaluate

Once the program is up and running, continuous evaluation is necessary to ensure it’s meeting its objectives. Tracking participation rates, health outcomes, and ROI helps identify areas for improvement and ensures the program remains on the right track.

Conclusion

Results-oriented wellness programs offer the most significant potential for improving employee health and reducing healthcare costs. By focusing on measurable outcomes and providing strong incentives, companies can see a substantial return on investment while also fostering a healthier, more productive workforce. Successful implementation requires careful planning, executive support, and ongoing evaluation, but the long-term benefits make it well worth the effort.