What are some creative and low-cost ways to reward employees for participating in wellness programs?

In my opinion participation of employees in wellness program is strategic decision, it is low-cost creative There are numerous ways to reward employee in non-monetary way by recognizing in newsletters, by giving flexible work benefits, health wellness perks like fitness class, mindfulness session by professional development by supporting certification, higher education Based on this setup SMART goals 1 Specific Increase number of employee participation in wellness program drive 2 Measurable Track participation engagement 3 Achievable Always set realistic target deadline based on current schedule constraint 4 Relevant Ensure goals align with company objectives employee interests 5 Time bound Setup clear timeline for achieving goal

??Prioritize employee wellness as a key business strategy. ??Recognize achievements through newsletters, flexible work arrangements, and wellness perks. ??Foster a culture where wellness becomes a way of life. ??Encourage team participation and competition. ??Use the SMART framework to set clear and achievable goals. ??Offer incentives to motivate participation and reward achievements. ??Regularly evaluate and refine your wellness programs to meet evolving needs.

In the bustling world of corporate wellness, employee engagement is the holy grail. It's not just about offering programs but creating an environment where wellness becomes a way of life. Set SMART Goals ----------------- Encourage employees to set Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) wellness goals. This gives them a clear direction and a sense of achievement. For instance, if an employee sets a goal to walk 10,000 steps a day for a month, celebrate their accomplishment with a certificate or a shout-out in the company newsletter.

A great way of doing this is to encourage employees to make groups/teams. At my last company they would offer gift cards to each team who is number one at the end of the quarter . The SMART technique is a fantastic place to start when trying to figure out what to set the goals/rewards at.

Not everyone is motivated by the same things. So adding different incentives works great, could be additional insurance could be an extra vacation day. Also not having everything for once at one time, allowing different timeframes can make all the difference.

Give your employees agency over what type of movement they get in and what they will achieve. Remember, some employees may have disabilities that impact their ability to be active, so consider this when setting fitness goals. PTO is a powerful reward because people can spend that time resting or doing what they enjoy. Gift cards are also nice because people can spend the money however they choose. When people have a say about the goals and the rewards, they become more invested in participating longer term.

A well-being focused culture prioritizes both physical and mental health. Be sure to build in breaks throughout the day, keep team meetings to 30 minutes, create quiet spaces for people to meditate, and allow employees to take time during their work day to see their therapist. Wellness events can be a great way to inspire employees to prioritize self-care. Organizers can include mental and physical health speakers, and the event can provide interactive experiences that teach teams about self-care. Providing massages and exercise classes can also help with managing stress, and attendees love these offerings.

Model the behaviour you want to see in your team. If you're pulling all-nighters with a McDonalds breakfast sat at your desk, stressed out of your mind, it's easy for others to accept the standard you set.

Regular feedback and public recognition can be incredibly motivating. Highlighting employees' wellness achievements in company meetings or newsletters not only acknowledges their efforts but also inspires others to join in. A simple, heartfelt "Great job!" can go a long way. Here is what can be done -- 1. Weekly Wellness Achievement Highlights 2. Personalized Wellness Feedback Sessions 3. Monthly Wellness Awards Ceremony 4. Public Wellness Milestone Celebrations

Yes! Recognition is important. This feeds into the culture of wellness at a company. Encourage others to share what they have done: run a 5k, lost 10 lbs, had a baby....anything that's health related.

While gamification and social media are great tools to boost engagement in wellness programs, In my experience, companies may benefit from outsourcing program management. A comprehensive employee well-being program involves meticulous planning, execution, and ongoing evaluation—all of which require dedicated resources and expertise. Outsourcing to a specialized provider can free up internal teams, ensuring the program is expertly managed and delivers maximum value to both employees and the organization. This approach can be especially beneficial for companies lacking the internal bandwidth or specialized knowledge needed to run a successful program.

Easy low cost rewards are for example: - A Cup for the employee who participated the most in a month. This cup is transferred every month. You just need once a cup and people like it a lot - Provide digital, no-cost rewards like certificates, points, leaderboards, message from management,... - Healthy breakfast with all participants - Free-time, extra day for holiday - Small budget for a team activity for participants Of course, much more important than a reward is a health culture so that participating is desired and promoted. E.g short breaks are welcome and also leadership and management actively model healthy behavior and participate themselves.

Ask employees how they would like to be recognized or rewarded. Showing recognition in a way that resonates best with employees may have more impact that something that doesn't, regardless of the value of the reward.

Follow up and support for wellness initiatives is necessary. Most of us have an inertia to improving our physical and mental fitness so there is a need to nurture and support with follow up and one on one.