How to Avoid Common Wellness Programs Pitfalls

Our blogworld colleague Bill Meltzer over at HRBenefits Alert has a great post that runs down some of the most common traps employers fall into when it comes to employee wellness programs—and how to dodge ‘em.

A few highlights:

Trap Number 1. The “one-size-fits-all” approach. For good reason, your organization doesn’t simply copy other firms’ 401(k) plans or compensation designs. Yet, all too often, firms adopt ill-fitting wellness programs based on things that have worked elsewhere…

Trap Number 2. Leaving the program on autopilot. Many wellness programs often get off to a good start and then fizzle out. Employers are left wondering what went wrong. Their mistake: They failed to revisit the program on an ongoing basis – at least every other year…

Trap Number 3. Unrealistic expectations. Generally, it takes at least a year and a half for employers to break even on the cost of a wellness program. As a rule of thumb, the average program cost per employee per month to the employer is about $3 to $5. If, after three years, you still aren’t seeing results, something went wrong…

Check out the full posting for a more detailed look at these issues, and how to avoid corporate wellness burnout….