Finance chiefs want to know the Return on Investment (ROI) of each and every initiative the company rolls out. But when it comes to wellness, the ROI isn’t so easy to calculate.
If you don’t have the funds to bring in outside vendors to analyze complicated metrics and claims, you may never be able to gauge the dollars and cents ROI of your firm’s wellness program.
However, answering the following 10 questions and rating your responses on a scale of one to 10 — with one being the least and 10 being the greatest — can give you a lot of insight into the overall health of your wellness program:
1. Is the program built around individual goals, created by employees (as opposed to a limited number of generic options)?
2. Are employee engagement and satisfaction monitored and tracked regularly?
3. Is the program designed to create cultural change across the entire firm?
4. Is HR/Benefits’ time commitment less – or greater – than two hours per month?
5. Is momentum for the program maintained throughout the year?
6. Are there a variety of options for different personalities, preferences or goals?
7. Has employee participation expanded (or shrunk) over time?
8. Does the program adjust to workers as their goals change?
9. If employees aren’t actively participating, does the program have a process to re-engage with them?
10. Does upper management participate?
Adapted from “Creating a High ROI with Your Employee Wellness Program,” by Brad Cooper.