You’ve done the steps needed to build a successful corporate wellness program and it's time to launch. Employees are ready to engage, and leadership is excited to see the results and return on investment. But how exactly are you going to determine if your program is a success? The answer is, data. Without it you’ll be in the dark about who is participating, how they’re participating and any progress being made by your employees.
Like any initiative that is implemented within your company, you need to track its effectiveness and redirect efforts as needed. In the case of corporate wellness, merely providing the benefit will not yield the results you want. In an article written by Wellness Council of America (WELCOA), they cite the United State Chamber of Commerce labor and wellness report stating, “metrics developed to determine program effectiveness should include both Return on Investment (ROI) and Value of Investment (VOI). In general, ROI involves assessing the organization’s medical claims to see if the well-being program is producing quantitative changes, and VOI evaluates results such as higher workplace productivity, reduced absenteeism, or increased employee morale and satisfaction.” Consider the following metrics you’ll want to know in detail that only data-driven analysis can provide:
Know who is participating, which teams/divisions are involved and how often the benefits are being accessed. Many of the programs you incorporate should provide an interface for admins to see this information in easy-to-see data points and reports that can be pulled as needed.
In whatever way you choose to do it, whether manually or through a digital solution, polling feedback through surveys and in-person follow-ups will provide a detailed temperature reading of how employees feel about the program(s), what they enjoy the most, what they wish was offered and more. This kind of feedback allows program managers to continually assess the effectiveness and adjust as needed.
Productivity and performance
While these key indicators may be more difficult to pinpoint and track, you can choose variables that you want to keep tabs on with the help of management including sick days, goal tracking/job performance measures, job-related engagement, etc. Again, while you won’t be able to directly connect the results to wellness programs, you can begin tracking these areas to determine a trend and determine some indirect causation based on employee involvement with the wellness benefits.
Some companies can track progress with more high-risk conditions like diabetes, blood pressure obesity, etc. through healthcare-related metrics like hospital visits, doctor visits, prescriptions, etc. An article in the Harvard Business Review was highlighted in a post from SHRM about recognizing health-related ROI. It found, “Every dollar invested in the intervention yielded $6 in health care savings.” This was based on a significant decrease in medical claim costs per person. As you identify your high-risk employees and their involvement with relevant wellness programs, tracking these metrics will give insight into the effectiveness of the benefits you provide and the increased health of your employees.
Data tracking and management is critical to the success of your wellness program. Referring again to WELCOA’s article, “By leveraging data throughout the development, implementation and maintenance of workplace well-being programs, it’s possible to positively impact both the health of the workforce and the organization’s bottom line.”
Learn more about the robust set of metrics you’ll have access to with the implementation of ClassPass as part of your corporate wellness programs.