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What are the most effective ways to partner with external vendors for your wellness program?

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A wellness program can be a great way to boost employee health, engagement, and productivity. But designing and implementing a successful wellness program can be challenging, especially if you don't have the internal resources or expertise to do it. That's why many organizations choose to partner with external vendors who can offer specialized services, tools, and support for their wellness goals. However, not all vendors are created equal, and finding the right one for your needs can be tricky. In this article, we'll share some of the most effective ways to partner with external vendors for your wellness program, and how to avoid some common pitfalls along the way.

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1 Identify your wellness objectives

Before you start looking for vendors, you need to have a clear idea of what you want to achieve with your wellness program. What are the main health issues or risks that affect your employees? What are the outcomes or benefits that you want to measure and improve? How do you align your wellness program with your organizational culture and values? By defining your wellness objectives, you can narrow down your vendor options and focus on those who can help you meet them.

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Milind Kher

CEO at HQ, Emotional Intelligence Specialist, NLP Practitioner, Life Coach
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We need to be very clear with what we are looking for in the first place. For that, a needs analysis needs to be done, and based on the findings, we need to source vendors.

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2 Evaluate vendor capabilities and fit

When you have your wellness objectives, you should begin evaluating vendors based on their capabilities and fit. Consider the range and quality of services they offer, like health assessments, coaching, education, incentives, and gamification. Additionally, look into the evidence and data they provide to back up their claims and results, such as testimonials or case studies. Furthermore, assess the compatibility and integration of their technology platform with your existing systems, such as HRIS or payroll. Moreover, evaluate the flexibility and customization of their program design and delivery. Lastly, consider the cost and value of their program. You can use a vendor scorecard or checklist to compare and rank different vendors according to these criteria.

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Deborah Varga
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un buen partner de wellness será clave para el éxito de dicha inversión, debe ajustarse en parte al propósito cultural y a las necesidades de los colaboradores. Muchas veces de compran enlatados de estos servicios que lejos de comprometer y motivar al colaborador genera una situación desfavorable, creyendo que solo se contrato ello para cumplir objetivos y aplicar a great place to work sin pensar en la necesidad focal del empleado. Evalúen a conciencia la inversión, generen focus groups y evaluaciones de los colaboradores para que puedan ser parte de estas acciones.

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Milind Kher

CEO at HQ, Emotional Intelligence Specialist, NLP Practitioner, Life Coach
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It is very important to see what kind of reputation/track record the vendors have. We must choose the best even if they cost more, because our employees matter.

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3 Engage stakeholders and employees

Engaging stakeholders and employees is an essential step when partnering with external vendors for your wellness program. You need to get support from senior leaders, managers, and HR team, as well as input from your employees. To do this, you should communicate the purpose and benefits of the program and how it aligns with your organizational vision and strategy. Additionally, involve key decision-makers in the vendor selection and negotiation process. Surveying or interviewing employees can help you understand their needs, preferences, and expectations for the program. Inviting employees to test or pilot the vendor's services or platform prior to launching the program is also recommended. It's important to solicit and incorporate feedback from employees to improve your program.

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Milind Kher

CEO at HQ, Emotional Intelligence Specialist, NLP Practitioner, Life Coach
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Stakeholder engagement is a must. That is what will make stakeholders feel valued and there will be a buy in for the services provided by the vendor.

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4 Implement and monitor your program

Once you have selected and contracted your vendor, it is essential to implement and monitor your program effectively. This means assigning clear roles and responsibilities for your internal and external teams, creating a project plan with milestones, tasks, resources, and deliverables, developing a communication and marketing plan to inform employees about the program, setting up KPIs and metrics to measure the impact of the program, and reviewing and reporting on your program results regularly. Adjustments should be made as needed.

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Milind Kher

CEO at HQ, Emotional Intelligence Specialist, NLP Practitioner, Life Coach
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While planning is important. execution is key. In fact, only well executed plans have an impact, and are therefore sustainable. Stringent monitoring is therefore a must.

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Jess Miller-Merrell, SHRM-SCP, SPHR

?? Reaching 1 M HR & Recruiters Monthly | ?? Trainer for SHRM & HRCI exams | ?? New courses for AI & Work Investigations | ?? Fractional Marketer for HR Tech
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In corporate wellness, 'what gets measured gets managed' holds true. Ensure genuine success with clear objectives and metrics beyond the bottom line. HR leaders, take a multifaceted approach, balancing quantitative metrics like reduced absenteeism with qualitative impact on well-being. Success isn't just predefined targets; it's fostering a culture where employees thrive, contributing to ongoing well-being strategies.

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5 Maintain and improve your program

Finally, to partner with external vendors for your wellness program, you need to maintain and improve it over time. This requires building a strong relationship with your vendor, based on trust, transparency, and collaboration. Additionally, it’s important to provide ongoing support and recognition to your employees who participate and achieve their goals. To keep your employees interested and motivated, you should update and refresh your program content and features with new challenges and themes. Moreover, you can seek and implement best practices and innovations from your vendor and other sources to enhance the quality and effectiveness of your program. Lastly, evaluate and renew your vendor contract periodically based on the performance and satisfaction of your program.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Jess Miller-Merrell, SHRM-SCP, SPHR

?? Reaching 1 M HR & Recruiters Monthly | ?? Trainer for SHRM & HRCI exams | ?? New courses for AI & Work Investigations | ?? Fractional Marketer for HR Tech
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I'd encourage you to think outside of the box when it comes to wellness programs. This category is a broad one and includes mental health programs, fertility as well as financial wellness. It's important to look at the bigger picture in terms of offerings and start with small programs and pilots to test what resonates with employees. I am seeing my clients experience great strides with small programs focused on stress reduction, meditation, and mindfulness training and programming. In short, it doesn't need to be a complex and expensive program for there to be benefits. My clients are seeing employees reducing their stress through a simple 30 day meditation program.

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What are the most effective ways to partner with external vendors for your wellness program?

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3

4

5

6

1 Identify your wellness objectives

2 Evaluate vendor capabilities and fit

3 Engage stakeholders and employees

4 Implement and monitor your program

5 Maintain and improve your program

6 Here’s what else to consider

HR Consulting

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What are the most effective ways to partner with external vendors for your wellness program?

1

2

3

4

5

6

1 Identify your wellness objectives

2 Evaluate vendor capabilities and fit

3 Engage stakeholders and employees

4 Implement and monitor your program

5 Maintain and improve your program

6 Here’s what else to consider

HR Consulting

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