These days wellness programs come in all shapes and sizes. From multiple program offerings to high tech gadgets, trackers, and platforms to oxygen and wellness rooms, there seems to be no shortage of tips and tricks to give employees.
But do all offerings work? Who decides what to offer, how much to pay, and what are the best ways to measure success? In other words, who’s running your wellness ship? Chief Wellness Officers needed!
Most executives believe high participation is usually a clear indicator you’re offering wellness opportunities that resonate with your employees – at least right now.
But are you missing something? What are the hidden figures? The missing opportunities that only savvy experts Chief Wellness Officers know to look for?
How can you guarantee continued participation in the future?
Which aspects of your programming are must-haves, and which elements (and costs) can be cut?
What are the core elements that need to be in place to help employees achieve their fitness goals?
For those savvy enough to ask, “Why aren’t people participating?,” a gap analysis can help you pinpoint the problem. From there, you can create workshops as a viable solution to help employees rethink their relationship to fitness, as well as their participation in your wellness program.
We recently created a 4-part workshop series for a global customer who wanted to know the why and why not of employees’ participation in their on-site wellness offerings. This company was thinking of hiring a CWO but turned to Aerobodies to create the metrics and scorecards instead.
Each workshop we offered taught managers about the programming options available to them, how to use them, and how the programs could improve their lives.
Offering workshops alone is not enough. To achieve sustainable, repeatable results, your managers need to know and understand the metrics, scorecards, and KPIs that produce real results.
Feedback and analysis are essential at the executive level as well. In our post-workshop study, we observed that our client requested an additional two workshops be added to the schedule because they were so thrilled with the results. Another client, who initially requested biannual workshops, upgraded to quarterly workshops after reporting similar results.
Now, these are two examples of decidedly non-fitness-oriented communities of employees, making drastic 180-degree turns and embracing the current wellness programming offered to them.
Had our results been less significant, we would have sought direct feedback from employees and management to find out how we could make the workshops more relevant to them. In the same way that we use a gap analysis to identify the reason behind low participation, we can use analysis to determine why employees seem influenced or unaffected by our workshops.
This simple process is a proven turnkey solution we’ve used time and time again to achieve spectacular results.
If you’re ready to boost participation in your employee wellness program, you are a Chief Wellness Officer or the program lead for your wellness program and need a detailed analysis of what you’re tracking to obtain real results, don’t go it alone. Give Aerobodies a call. We can help! Please contact Fran at firstname.lastname@example.org or browse the rest of our site for more information.