Wellness Incentives Increase Employee Participation

Wellness incentives are important to discuss because there is such a wide variety of things available to reward employees for their behavior changes.  Unfortunately it seems that worksite health promotion programs are the most effective when employees are provided with wellness incentives.

Better health and improved quality of life just doesn't seem to be enough for most to participate in any other "extra" activities while at work. Everyone leads a busy life with hectic schedules and tremendous workloads.

Adding anything else can be challenging even though we know that by participating in a wellness program we can improve our health and quality of life. This can get quite frustrating for those who are responsible for developing a wellness program. Trust me I know as I have been there.

Before you initiate your wellness incentive plan, understand employee reward rules set forth by the Department of Labor and the U.S. Treasury to help you meet HIPAA guidelines.

Worksite wellness programs that include employee participation incentives are far more productive programs. Employers providing employee rewards/incentives for their wellness efforts are far ahead in the race in managing health care costs. 

What Incentives Will Motivate Employees?

Determining what motivates your employees will be the first step in knowing which wellness incentives you should incorporate into your wellness program. Wellness program incentives that work for ABC company down the street will most certainly not always work for Company XYZ. Your budget will also play an influential part in the decision.

Employee interest surveys are a great way to collect data on what employees would like to receive. An employee interest survey asks employees questions about what programs they are willing and interested in attending as well as what incentives would motivate behavior change.

 

The most effective employee wellness incentives and rewards that seem to motivate employees to participate in wellness programs include:

• Health Plan Premium Discount or Premium Differential
• Contributions to a Health Savings Account
• Cash or payroll credits
• Co-pay reductions

 

During my experience working with companies in developing their incentive programs I have found that the above recommended incentives have worked the best in generating participation rates as high as 98%. Traditionally, employers choosing not to offer significant rewards experience participation rates between 25-30% of their employee populations. Yikes--quite a difference!

Combining a mixture of items offered works well for ensuring your participation numbers stay high and programs are well attended. Be sure to monitor the success of your program and re-assess your plan each year to ensure it is working according to your plan.

It is very important that employers offer programs that allow all employees to participate. Also be cautious in installing a disincentive for employees who chose not to participate in the wellness program. This can cause a negative environment and cause more headaches in the long run. Every employee rewards programs' first goal should be to increase participation, maintain engagement, and ultimately creating healthier employees.

I encourage employers to offer some of these wellness rewards to employees. The order in which I have placed these incentives coincides with my recommendations on the best rewards. Keep in mind that not all of these options will work for your organization. Be sure to consult with your benefits, management, or human resources departments on what incentives will work for your workplace.

When Is The Best Time to Include Incentives?

When worksite wellness programs are introduced to employees excitement is usually high. As time goes on, the excitement can deteriorate if stronger, more influential incentives are not incorporated into the overall plan.

Most often, employers will offer incentives like t-shirts, raffle prizes, and gift certificates for completing a health risk appraisals, attending a health fair, or attending an educational presentation. These are great employee rewards for one time activities but are certainly not enough to encourage long term behaviors change. Would you quit smoking or reduce your blood pressure for a water bottle?

For attendance required activities (i.e. luncheon presentations, walking events, or nutrition courses) I would recommend offering a t-shirt or gift certificate to reward employees. However, these wellness incentives should not be the primary form of employee recognition in your wellness program.

Employers today are getting more serious about the types of wellness incentives employees are offered for not only participation but for making changes in their health. The days of a pat on the back and a "Good Job" are over because unfortunately, they DO not and WILL not initiate change. Feel free to contact me anytime with questions or comments!

 

OTHER RELATED ARTICLES:

 

Corporate Tax Incentives for Wellness Programs

Employee Health Screenings

Increasing Physical Activity Levels at Work

Recommended Wellness Resources

 

 

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