Fixing low turnout for your employee wellness program
One of the objections to employee wellness programs that I frequently hear is previously they experienced low turnout.
As a wellness program provider, I have heard this several times from businesses of different sizes and across different industries. Getting solid participation in employee wellness programs can be a challenge. And creating incentive to participate without crossing over into coercion can be equally challenging.
So what is an employer to do to increase low turnout?
The first step is to really be in touch with your workforce.
- Survey your workforce to determine which wellness topics and program types appeal to them the most.
- Pay attention to workloads and deadlines. You can have the greatest program lined up, but if employees don’t feel they can attend because of deadlines or an overwhelming workload, they won’t make it. You need to be strategic about the timing of your programs and/or find ways to make it easier for staff to attend.
- Don’t forget about the quiet ones. There tends to be a group of frequent flyers in every office – the outgoing, more gregarious employees who live to participate in group activities. How can you reach out to the quieter, less outgoing staff members to encourage them to join in? This could mean personal invitations, different types of events where the social pressure isn’t so high, or asking them specifically what they are looking for.
- Aim for more variety in your offerings. There are many reasons why folks opt out of participating in wellness programs. For example, a healthy eating seminar could be triggering for a staff member who is in recovery from an eating disorder. A group fitness classes may be intimidating to staffers with diverse bodies or abilities. Offering variety ensures you’re not alienating subpopulations of staffers from an entire series.
Offer incentives to participate
But be sure those incentives don’t turn into penalties for not participating.
- One type of incentive is to simply make it easy for staff to attend. This could be blocking off time on the calendar for everyone to avoid meeting conflicts, frequent reminders of the program, making a live and a virtual option available, to name a few.
- You could offer small prizes for participation, like entry into a raffle or small gifts like a yoga mat. Keeping it small is ket not just for your budget but for also ensuring participation is still optional.
- Avoid the participation challenge approach where the more events attended increases an employee’s odds of winning. This approach can expose disparities in the workplace, engendering resentment among staff (ex. Why is his workload so light?). It can also alienate certain staff members if not enough variety is offered.
- Do not make participation mandatory. Sure this is a great way to get your attendance numbers up, but folks may not get much out of the program and you also run the risk of unwittingly doing harm to staff members who would otherwise have not participated for personal reasons (see point 4 above).
Keep in mind there are a number of reasons for historically low turnout and many have nothing to do with the program itself. Rather than giving up on offering something of value to employees, troubleshoot the situation and seek out creative solutions.