Think outside the box! Measurable return on investment of a wellness programme needs careful thought and expert help.

An exemplary scientific experiment is reproducible and measurable, but when it comes to your employees you have to consider the human factor. The Workplace Wellness industry is awash with companies talking about reduced absenteeism and greater talent retention as a measure of return on investment of a wellness programme. Directly relating these to a wellness programme is no easy task, given the scores of variables at play. People’s reasons for taking sick leave are numerous and complex as are people’s reasons for moving company.

Moving away from solid returns such as those mentioned above, you will not find any employee, in any industry who would not agree that an improvement in their sleep/nutrition / exercise/pain, etc. would give them more happiness and motivation in all aspects of life – including their work.

So perhaps the wrong questions are being asked. The questions are not perhaps that of metrics and hard return of investment of a wellness programme. The questions are “How can we make a wellness programme that employees engage in and improve from?” and “Do the company wellness services make you feel better?” and “Are you more motivated?”

Qualitative data can lead to quantative results in the long term, but without considering the formative, a wellness programme may be deemed to have no return on investment before the harder returns have a chance to materialise.

Part of the success of a wellness programme is setting realistic expectations and asking the right questions. Look beyond apparent simple numerical measures like sick days. Look at the people behind the numbers.

Wellness London can help you set appropriate and meaningful targets from the start. However small your budget, we can help you find a solution. Contact us today to arrange a meeting.

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