Wellness Incentives

Wellness Incentive for Employee Wellness Programs

Wellness programs without wellness incentives are of no use to a company. How do you get staff members to enroll in Wellness Programs - and stay engaged in the programs?

Wellness program statistics show that there are tangible benefits to a company for offering such programs. Wellness Programs actually do save lives by getting workers to take their health seriously, increase productivity, decrease absenteeism and more.

However, St. Louis, Missouri-based Maritz Inc., the world’s largest wellness incentives company, has applied their own invigorating twist to health management by providing gift rewards to staff members who participate in Employee Wellness Programs. The wellness incentive program is Maritz’s own Exclusively Yours® plan. Health management participants earn points, which can be then redeemed for merchandise, electronics, restaurant vouchers and travel, much like a frequent-flier program.

Wellness Incentives To Enhance Enrollment?

Undoubtedly companies that don’t work in the wellness incentives industry will be tempted to cry foul about using such a rich carrot to incentivize health program enrollments. Not every company can throw that kind of money at health management resources - and not every company has the built-in cost savings as a business that specializes in providing programs for wellness incentives.

For certain rich wellness incentives like Maritz’s will break through the glaze that appears over many staff members’ eyes when they’re encouraged to do something new, different or challenging. For many staff members uncomfortable with health management and physical activity, “new, different and challenging” would apply to Employee Wellness Programs. So where does that leave companies who are unwilling or unable to provide wellness incentives for health management program enrollment?

Successful Wellness Programs motivate staff members - before and after signup

Wellness program administrators should keep the long-term view in mind when trying to get staff members to take that imperative first step. Even the best wellness incentives can fail in the face of faltering organization, badly-designed Wellness Programs and wavering support. Make sure to run good surveys before you build your Wellness Programs so staff member input and needs are being met. The goal is positive outcomes, not high enrollment numbers.

Wellness Programs cannot survive managerial apathy. If executive and managerial participation is widespread and heartfelt, staff members will follow their leadership. The potential rewards and benefits are clearly worth reaping, for both your business and your co-workers.

If you are interested in receiving wellness quotes for wellness incentives then let us know