It’s a big commitment to pay for (and manage!) a company wellness program. But as a small or large company, offering a wellness benefit is one of the biggest perks you have when it comes to attracting and hiring talent, employee productivity, and retention.
That said, simply providing random gym discounts or a Fitbit isn’t enough to keep employees happy. The employee benefits landscape has changed dramatically in recent years. It’s important to understand what your employees want, and offer options that align with how consumers use wellness programs today. Here’s advice on choosing a wellness benefit your employees will love, and helping them get up and running with a program that is truly built for the needs of the employee.
Choose a benefit with that caters to any personality and lifestyle.
Not all employee wellness programs are created equal. When evaluating your choices, look for programs that offer seamless booking options with fitness classes, gyms, races and events.
If your employees live in a larger city, you may also want to consider programs that offer bike shares and sport league options.
Wellness is personal and very subjective. Don’t set limitations for your team members.
Look for programs that support a personalized experience.
Large employee wellness programs are notorious for providing impersonal, unhelpful, one size fit all software. When possible, opt for companies who’ve invested in more personalized experiences.
Additionally, the data collected should be owned by the individual and not the company. Let your employees take ownership long term in their health and allow your benefit provider to manage the entire wellness experience for you.
Offer plans that provide tech-enabled wellness options.
Many wellness programs provide online access to health data, digital monitoring, class and gym bookings, and other wellness services. This technology can help your employees proactively manage their entire wellness lifestyle, and make smarter health choices — saving them (and you) time and money.
Opt for programs with networks that provide cost savings.
Your employees should have access to a curated network of high-quality wellness providers without breaking the bank — and you’ll avoid paying more money for a wellness benefit because discounts have already been negotiated on your behalf.
Clearly communicate benefit options and the enrollment process.
It’s tempting to just email a PDF of your new wellness program to your employees before launching and hope for the best. However, if you want to prevent headaches later on, it’s best to provide additional information and support, or even let a wellness provider such as LEON manage the process for you.
Educate employees on how to get started
Choosing the most effective way to announce a new wellness benefit is really complicated, so it’s totally okay to get help from outside experts. Ask your wellness provider for educational materials to share with your employees during enrollment. We will be be able to provide you with a deeper dive into benefit options, education, and the most successful way to onboard your employee base.
This information can help your employees simply and easily signup and start engaging in wellness, while preventing unnecessary administrative headaches and wasted wellness dollars.
The bottom line
Today’s consumer expects a lot from their company wellness program. As an employer, you’re in a position to help employees get a program that gives them access to wellness on their terms. Before starting a new employee wellness program, look around and evaluate your options to ensure you’re providing the best optionality for your staff. They’ll thank you for it!