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4 ways to offer a wellness program employees actually care about

In case you haven’t heard, August is National Wellness Month. It seems like more companies are taking a deeper look at their wellness programs, and for good reason—employees really care about them. In fact, 89% of employees working at companies that support well-being initiatives are more likely to recommend their company as a good place to work. However, to avoid wasting what can be a large investment, companies need to be strategic in designing wellness programs that actually solve their employee’s problems and help them on their individual journeys. 

Here are our top four tips to ensure you’re offering a wellness program that your employees will actually value:

1. Make it personal. In order for an employee to care about an available wellness benefit, it has to speak to where they are on their personal health journey. For example, an employee who is training for a marathon may not be motivated by a wellness challenge to reach 10,000 steps on their Fitbit. On the flip side, an employee who despises going to the gym probably won’t value a local gym discount. 

Instead, consider putting your employees in the driver’s seat. New health benefit experience platforms, like HBX™, make it easy to let employees choose what piques their interest, whether it’s physical, mental, or financial health. From there, each individual’s wellness program is personalized with content that meets their self-identified interests. 

2. Offer flexibility in your wellness benefits. Why dictate how employees spend wellness funds when you can, instead, empower them to use them in a way that aligns to their specific needs and interests? Post-tax wellness benefits like League’s Lifestyle Spending Account (LSA) allow companies to provide their employees with money that they can then spend on things that support their healthy lifestyle, for example for goods and services geared more towards prevention than treatment. This might include things like athletic attire, meditation, and life coaching, but ultimately you’re putting that purchasing decision in the hands of the person it will affect.

3. Don’t focus solely on physical health. Wellness pertains to much more than physical health. It’s really about the many factors that can impact a person’s overall wellbeing, from financial to mental to social health, etc. A wellness program that is well-rounded and treats the whole person is essential to its success. Offering mental health tools like Inkblot Therapy or Headspace, that make it easy for employees to get help without sacrificing anonymity or privacy, is an easy way to boost your wellness program’s engagement and effectiveness.

4. Keep employees engaged in their wellness. Easier said than done? Not necessarily. Unlike traditional wellness solutions, which focus on communicating with employees once or twice a year, a modern health benefit experience drives engagement year-round. For instance, we’ve found that 70% of our members are engaging with the League HBX platform every month. The reason? It provides personalized content, programs, and tools in real-time, and offers an experience that’s similar to the platforms they use daily as consumers.

Ready to optimize your wellness investment? Click here to learn how the League HBX platform can help empower your employees to make better healthcare decisions, resulting in healthier happier employees. 

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