We are unique clinical professionals with decades of experience working with employers. We’ve seen a lot of employee health and wellness “best practices” come and go, some of them practices that from a clinical perspective were never best practices at all. And but for a few technological upgrades to make information dissemination easier and “tracking points” automated, very little in the wellness industry has changed over the past 40 years. It’s still all about two things: Encouraging behavior change through education and coordinating employee programs and services. The problem is…that’s just not enough to move the dial.
Much of employee health and wellness programming is “let’s try this and see if it works”. But employers can’t be in a continual state of trial and error. Not only is it expensive, but employees don’t want to be programmed or wellness’d to death. And they don’t want programs changing every year or two.
The way we see it, it’s pretty simple. First, good benefits and wellness programs are those that employees value. If they’re valued, employees generally don’t need to be incentivized financially to use them. Second, we have found that most of the time fewer programs that are valued by employees is a far superior strategy than having a laundry list of wellness programs for the sake of having programs. And third, sometimes employers are paying a LOT of money for wellness tools and resources that they can get for free on these crazy new things called “the internet”, “Google”, and “free apps”.