Can Employee Wellness Be Measured?

Employee wellness has evolved from a mere perk to a strategic imperative for organizations aiming to cultivate a healthy and thriving workforce. Beyond offering wellness programs, it’s essential for companies to implement effective measurement strategies to gauge the impact of these initiatives and ensure sustained well-being. 

Delving into the nuanced evaluation of corporate wellness programs, it’s essential to examine the existing data. According to a survey conducted by the International Foundation of Employee Benefit Plans, only 28% of organizations measure the success of their wellness initiatives through traditional return on investment (ROI) metrics. Notably, when seeking the perspective of Chief Financial Officers (CFOs)—those responsible for overseeing an organization’s concrete financial metrics—this percentage drops significantly to a mere 6%.

The fact that CFOs might remain unconvinced underscores a potential inadequacy in effectively communicating the advantages of employee wellness—a responsibility integral to our professional roles. Beyond the evident financial considerations associated with health costs, the realm of workplace well-being unfolds a myriad of compelling numerical validations supporting its significance. These go beyond mere monetary figures, encompassing a comprehensive array of metrics that underscore the holistic benefits of prioritizing employee wellness in organizational strategies.

Not every employee wellness initiative delivered measurable and tangible outcomes

The critique of the corporate wellness industry stems from the diverse array of solutions available, many of which have faced scrutiny. Historically, several programs, and regrettably, some still in operation, adopted a punitive stance, concentrating on employees’ deficiencies rather than conveying authentic concern from the company. Such wellness initiatives, disconnected from the organization’s culture and business goals, were inherently destined for shortcomings.

corporate wellness

As employers increasingly adopt a holistic approach to well-being, combined with the essential ingredient of employee engagement, the occurrence of outright failures has decreased. However, a substantial number of programs continue to fall short of reaching their optimal impact. The practice of offering financial incentives for participating employees, while potentially motivating, can breed resentment among those who opt out, fostering the perception that the company prioritizes metrics like weight loss over the overall health and happiness of its workforce.

Genuine success in the realm of corporate wellness programs emerges when these initiatives are meticulously designed as a transparent embodiment of the company’s authentic care for its employees. This approach goes beyond mere financial rewards, fostering an environment where employee wellness becomes a genuine priority, ultimately yielding tangible and lasting results.

The measurement of return on investment in employee wellness is achievable with effort

When exclusively gauging your company’s well-being program by its influence on insurance premiums, you’re neglecting a substantial reservoir of valuable data. Numerous sources, spanning summaries from the Harvard Business Review to primary research, provide decades of evidence supporting the notion that wellness programs not only improve employee health and wellness but also alleviate company healthcare costs. The focal point should transcend the mere confirmation that workplace wellness programs save employers money— a fact that holds undeniable validity. Instead, the pivotal inquiry revolves around unraveling the comprehensive array of advantages these programs can bestow upon your business.

employee wellness roi

Undoubtedly, it is essential to scrutinize both corporate healthcare costs and employee health risks. A thriving corporate wellness program is anticipated to manifest a general decline in both domains. Nevertheless, it is imperative to recognize that even the most efficacious program might not consistently reveal diminished costs on a quarterly or yearly basis. Variability exists, and the intricate web of correlations and causations often eludes precise capture in the data.

The experience of navigating a global pandemic serves as a poignant illustration of this complexity. If employers observed a notable reduction in flu cases in 2020, attributing the entirety of the credit to the wellness program’s annual flu shot reminder is a simplistic viewpoint. The intricate interplay of contributing factors renders it challenging to conclusively assign outcomes without additional substantiation. In essence, the data is inherently multifaceted and nuanced, requiring a comprehensive understanding of the intricate dynamics at play.

Gaining complete understanding of employee wellness programs and their impact

Beyond the conventional quantitative assessment of return on investment (ROI) in employee wellness, organizations are recognizing the need for a more expansive evaluation. While the numerical aspect provides valuable insights, it is merely a segment of the comprehensive metrics that a corporate wellness program can offer. Forward-thinking companies are embracing a holistic perspective, delving into intangible aspects such as employee morale, which, in turn, plays a pivotal role in yielding tangible outcomes like enhanced employee retention.

understanding employee wellness

This shift in measurement methodology is concurrent with a broader transformation in motivational strategies. Employers are veering away from the traditional carrot-and-stick paradigm, acknowledging the pitfalls of resentment and inefficacy highlighted earlier. Modern employee health and wellness programs opt for a simpler and more effective approach to encourage participation—they make it enjoyable. By intertwining fun with health promotion, these initiatives set off a cascade of additional benefits, creating an environment that  not only prioritizes employee wellness but also derives genuine enjoyment from the process. This innovative approach fosters a more positive and sustainable impact on overall workplace wellness.

The parameters that must be considered to see whether the programs are impactful

When considering the factors that can propel your business to success, health insurance premiums are unlikely to be the foremost concern for your CEO. Instead, their attention is more likely directed towards pivotal metrics such as retention rates, productivity, and profitability. These indicators are viewed as crucial determinants, holding greater significance than the costs associated with employee benefits. In essence, the leadership prioritizes elements that directly impact the overall health, efficiency, and financial success of the company, recognizing them as decisive factors in the organization’s trajectory.

1. When evaluating the efficacy of your employee wellness program, focusing solely on participation is unlikely to resonate with top-level executives. A high participation rate indicates that employees are investing time in program tasks, but this, in isolation, might not inherently be positive. A survey highlights that 73% of organizations measure the success of their workplace wellness programs through employee participation and satisfaction, giving precedence to these metrics over tangible outcomes.


Rather than relying on surface-level completion metrics, it’s prudent to explore methods of collecting data that reflect the actual results arising from that participation. While achieving a 93% completion rate in an employee engagement survey is commendable, demonstrating a 16% increase in employees feeling the company cares about them compared to the previous year holds significantly more weight. This shift underscores the importance of transcending mere task completion metrics and concentrating on quantifiable enhancements in employee wellness sentiments and perceptions. It aligns with the notion that genuine success in corporate wellness programs is not just about activity but about fostering a positive impact on the overall employee experience and sense of corporate care.

2. Leaders universally comprehend the intricacies involved in losing a valuable team member, a sentiment resonating among colleagues. This encompasses multifaceted challenges such as the profound cultural impact, the ensuing dip in productivity, and the palpable decline in morale as the team navigates through unattended tasks. Moreover, the formidable costs linked to the recruitment and training of a replacement, as estimated by the Society of Human Resource Management to equate to six to nine months of the departed employee’s salary, impose a considerable financial strain. Recognizing the tangible monetary implications, addressing this predicament becomes imperative. Notably, employees actively participating in the employee wellness program demonstrate a notable threefold decrease in the probability of leaving the company compared to their counterparts. Intriguingly, the strategic focus on retention not only mitigates attrition but also plays a pivotal role in augmenting acquisition. This is evidenced by the fact that employees experiencing elevated well-being and organizational support are overwhelmingly predisposed to endorse their employer as an outstanding workplace. The symbiotic relationship between retention efforts and favorable recommendations underscores the interconnected dynamics of employee satisfaction and organizational success.

3. The distinction between employee retention and productivity measurement is noteworthy. Retention, being a binary outcome where individuals either stay or leave, simplifies the evaluation process. Conversely, productivity is multifaceted and operates on a spectrum, limiting day-to-day comparisons to roles with consistent tasks. Despite this complexity, identifiable productivity obstacles, like employees missing work due to financial emergencies (as reported by 37% of HR professionals), contribute to tangible challenges.

Another dimension involves assessing self-reported productivity, unveiling that 47% of employees acknowledge personal life challenges affecting their job performance. Beyond serving as a productivity metric, this self-reported data becomes crucial as an indicator of employee efficacy. When employees recognize their impact on the business, it not only enhances productivity but also reduces the likelihood of burnout. This reduction in burnout is attributed to a heightened sense of purpose and a concurrently diminished sense of pressure, illustrating the interconnected dynamics between employee perception, productivity, and overall well-being within the organizational framework.

How to analyze the data we have collected?

Considering the ultimate outcome is imperative, especially given our inclination for swift returns on investment. Despite this preference for immediate results, it’s crucial to recognize that substantial achievements seldom materialize overnight. Initiatives dedicated to enhancing employee wellness often require years of unwavering support to yield success. Rather than waiting for an extended period to evaluate program effectiveness, a proactive approach involves real-time measurement and continuous adjustments.

employee wellness data

While tangible results may take time to manifest, immediate insights are frequently accessible. Central to this assessment is the evaluation of user participation; if the program lacks engagement, its effectiveness remains uncertain. Once usability is confirmed, the focus shifts to gauging opinions on wellness initiatives, examining factors such as user satisfaction, intuitiveness, and convenience. This scrutiny is particularly relevant since corporate wellness programs rely on intrinsic appeal rather than monetary incentives.

As employees actively use the program and express an intent to continue, the evaluation shifts towards assessing its impact on guiding individuals in the desired direction. Despite the absence of immediate concrete outcomes, regular monitoring of trendlines, coupled with consideration of external influences, provides an opportunity for timely adjustments and course corrections. Even after reaching program goals, the incorporation of pulse surveys and intermittent measures ensures an ongoing process of refinement, fostering an environment of continuous improvement.

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