Employee wellness programs have become an almost mandatory part of employer value propositions. However, developing a cost-effective and meaningful program that provides value to both employees and the employer is challenging.

This was the focus of my conversation with Reena Vokoun, the owner of Passion Fit, which works with employers to develop meaningful wellness programs. She is also the author of The Wellness Empowered Woman.

Some of their key points:

️ Timeless but flexible: A wellness program should be designed to stand the test of time, but still be flexible enough to meet employees' changing needs and interests. Major societal changes impact employee health and what you may want to include.

Aligned with company values and culture: A wellness program should align with company values and culture to reflect your alignment.

Aligned to employee needs: You need to involve employees themselves to ensure the program is a good fit for them. Involve employees in the design, implementation and maintenance of the program.

Measuring Success: As with many areas of HR, measuring success can be challenging because it involves people. However, there are several relevant metrics such as participation rates, satisfaction, attendance and health plan usage. It will take time to see the impact.

0:00 Introduction
1:03 What is a wellness program
1:57 Benefits of a wellness program
3:39 Managing expectations
4:37 Innovative program functions
6:24 Trends (and fads)
8:51 Current wellness priorities
10:32 Managing costs
13:55 Loneliness in wellness programs
14:38 First steps with wellness

You can find Reena through her company Passion Fit at https://passionfit.com/

Andrea is an HR consultant and can be found at www.thehrhub.com.

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