Human Resource Blog

Wellness Programs?

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I’m wondering about the overall idea of wellness programs. I’ve been asked to do some research and have found that most articles talk about an ROI of at least $3 per dollar spent. Is this true? What is the best source for this kind of information? I feel like if I bring back an article to management — that’s not going to be enough.

Also, it seems like there are so many pieces to a wellness program. Are there companies who just provide the online parts of it for tracking and stuff like that or do you have to buy everything, including the people who run the program and all of that?

Thanks - any guidance would be great.

When researching any topic, including wellness programs, it’s important to consider the source of information. A well-researched article in a scientific or trade journal carries a lot more weight than an article on the website of a company that sells wellness programs. The latter is just an advertisement, and may not even contain factual information.

 

An excellent source of information on this and other topics is the SHRM, Society of Human Resource Managers at www.shrm.org. Although SHRM membership is not cheap, it will give you access to high-quality articles written by professionals. Even more important, it allows you to network with other HR pros who have actually implemented the programs you are considering.

Another authoritative online source is the NIH online at heatlh.nih.gov. The National Institute of Health is the non-profit organization that actually funds most scientific research in the US.

Your health insurance company or local hospital may also have information that you can use.

If your employer is not impressed by a single article, perhaps they will be impressed by a one- or two-page report that combines your findings from several articles in short paragraphs and bullet points. Be sure to reference each article quoted, in your report.

One problem is that the term “wellness program” means different things to different people. Wellness may relate to reducing stress, weight management, reducing risk factors such as obesity and high blood pressure, or managing chronic conditions such as heart disease and diabetes. To other employers it means an EAP program or even spirituality. One thing that all wellness programs have in common is that they focus on preventative care. And, as you have pointed out, this is likely to save the company money on healthcare long-term, while increasing productivity.

One factor to consider is retention. Wellness programs are usually not cheap. Companies with high turnover may be spending money that will ultimately result in lower costs for a new employer, when the employee moves on.

A variety of companies provide wellness program packages, so you should be able to find the package that fits your needs. If you are interested in only the record-keeping aspect, you can purchase a software program. However, be advised that there will be administrative and possibly added payroll expenses in using it.

It would be great to hear from our other readers on this topic. If you are an HR pro, have you used a wellness program? What kind, and how did it work for your organization?