Employee well-being has always been crucial to an organization’s performance and overall progress. Wellness nowadays has evolved into a priority for every organization rather than a checkbox.
The number of employee wellness programs rose significantly after 2020. However, adoption is usually low.
Indeed, according to Harvard Business Review, 63% of employees do not make use of mental health benefits provided by their employers.
The success of any workplace wellness program is always contingent upon employee engagement and participation. Even the best-laid initiatives may not succeed if employee involvement is inadequate. As a result, HR leaders must emphasize more on understanding employee pulse to take the most effective initiative that results in enhanced adoption.
3 factors that contribute to your poor employee adoption rate and How to enhance it?
Adoption is the key to the success of any Employee Wellness Program. As an HR leader, you may have implemented several employee wellness initiatives in your company, but you found the adoption of your employee wellness programs is less than 10 %! You are not alone in this.
Indeed, employees in the majority of organizations are unaware of the well-being assistance provided by their employers. The following are 3 reasons that contribute to poor employee wellness program adoption and how to tackle them.
1. Thinking beyond the Checklist:
The majority of organizations are pursuing employee wellness programs just for the sake of a tickmark. It may be to ensure there is an employee wellness program or demonstrate their support for their workers. Thus, one of the critical requirements is that you must go beyond the checklist while implementing any employee wellness programs. It should be done with a pure motive to help & empower employees in the right direction.
2. Taking Employee-Centered Initiatives:
The most critical factor you should consider for proper adoption is whether your Employee Wellness program is user-centric or not? That involves analyzing your employee base, their pulse, their age group, the reasons for their stress, and so forth.
For instance, imagine your company has a high proportion of millennial workers, and you are just arranging Mental Health workshops for them. In that case, this may not be of interest to them.
In such instances, programs such as inprop shows, dance therapy, humorous sessions, or magic acts may significantly impact. Thus, it is critical to understand the employee, their age group, and the kind of activities they enjoy.
Another example is that if an organization’s primary population is middle-aged workers, catering to a financial wellness program intended to increase savings would be ineffective. What would be beneficial is a lecture or webinar on where to invest more funds to maximize your return on investment.
The second is how they may develop their leadership capabilities. Therefore, depending upon the type of organization, depending upon what workers care about, and what they need, you should design the program accordingly. So that brings the adoption success rate. If you are more focused on building a program rather than focusing on the employee base, it will never help.
3. Focusing more on your Well-being Analytics:
This point can be beneficial if you run a platform that focuses on employee wellness, experience, or engagement.
Prior to implementing any employee wellness program, it is critical to monitor and comprehend the following data carefully:
Examine the Employee Adoption chart from the dashboard provided below to determine when the platform’s adoption rises or declines; discover the days when the platform is often used. That may aid you in deciding when your employees need more support. This is a simple dashboard that MonAmI provides to assist you in choosing the most exemplary wellness programs for your employees.
Now that you know the appropriate time to organize an employee wellness program, the next issue is what kind of wellness program or initiative should be organized.
Therefore, choosing the right wellness programs for your employees is a no-brainer based on data such as the Top 5 goals chosen by employees, the percentage of employees who achieved their goals, and the percentage of employees who did not; as well as data such as areas for development based on the work health index.
In this way, you can then arrange your wellness calendar for the whole year accordingly.
Thus, all of these factors contribute to the decision about the employee wellness initiatives you should pursue or the appropriate programs for your employees.
So, if you are struggling with the Adoption of your Employee Wellness Programs, first of all, ensure that taking an employee wellness initiative or choosing an employee wellness program is not a checklist for you or your company.
Be user-centric, thoroughly understand your employee base, and ensure that you have the required information on their age group, interests, and payroll, among other things.
Keep an eye on the wellbeing analytics data, stay informed about your employees’ pulses and sentiments, and select the appropriate wellness program for your employees, since it’s more important to choose the right program than to choose the best program. If you want MonAmI to assist you to choose the right employee wellness program for your employees that can be actually beneficial to them, you can schedule a free demo today or reach out at firstname.lastname@example.org
Also read: Criticality of Employee Wellbeing Analytics to understand what important role analytics play in curving out employee wellness programs and initiatives, which is true in adoption.