Once a new and seemingly “trendy” benefit, workplace wellness programs have proved their longevity. Employees have grown to embrace and expect wellness initiatives, and more and more companies are offering programs that improve employee health in order to stay competitive and improve their overall workforce.
However, it’s important that your business doesn’t just adopt wellness initiatives and then fails to follow up on their success. Evaluating your workplace wellness program should be a priority. Knowing when and how to measure success is a key part of the process.
Evaluating Workplace Wellness
When is it Time?
A workplace wellness program can take time to launch. A lot goes into laying the groundwork for an effective program, from selecting the right components of the program to negotiating vendor partnerships. Once the program is launched, you don’t want to be too hasty when it comes to revising the plan. On the other hand, you also don’t want to waste your time and resources on an ineffective program.
It’s good to evaluate your workplace wellness initiatives on a quarterly basis. This gives the program enough time to gain traction, and is more indicative of its success, but also prevents an unnecessary draining of the budget.
How Should I Evaluate my Wellness Program?
Evaluating workplace wellness can be difficult. There are some aspects of the program that can be directly measured — the value of the flu shot, for example, can be measured by comparing the number of sick days taken during a year when no on-site shots we administered vs. the current year when the vaccine was provided. But there are other, more intangible values, such as the overall happiness and mental wellbeing of your workforce, that aren’t as easily quantified.
This doesn’t mean that you can’t find a comprehensive way to evaluate your workplace wellness initiatives! Here’s what we recommend:
- Track spending and savings. It’s important to keep tabs on how much you’re spending on different components of your wellness program so that you can directly track the ROI on different aspects whenever possible. You will need baseline information from before your wellness program was launched in order to make comparisons. Then, you should keep track of all spend and savings quarterly to see if certain components decline in performance, as this might indicate a need for adjustment.
- Survey your employees and managers. Take the time to collect feedback from your team about what’s working, in their opinion, and what’s not worth it. Be sure to collect data on participation so you know that those weighing in have really given the program a go. And make sure your management staff provides their input as both participants and as supervisors. You need their insight as to whether the program has helped address presenteeism and absenteeism.
- Track productivity and sick days. More data to track beyond spend and ROI? The number of sick days taken as well as the productivity of the workforce. This can be quantified using a project management and time tracking system, as well as through surveying managers and really evaluating the state of projects.
- Consult the CDC’s Health ScoreCard. The Centers for Disease Control and Prevention have published a handy document you can use to evaluate your wellness program and its effectiveness in combating high blood pressure, heart disease, stroke, and other health concerns. It’s great for finding gaps in your wellness program.
Evaluate Your Workplace Wellness With ARCpoint Labs
ARCpoint Labs nationwide can provide assistance with evaluating your current workplace wellness program and developing initiatives that work. Start today by contacting your nearest location!