Why Engagement in Wellness Programs Matters

We’ve all seen companies roll out wellness programs that look great on paper—free gym memberships, wellness apps, step challenges, healthy snacks in the breakroom. But how many of those programs actually make a lasting impact? In my work helping mid-size and large employers design health and benefits strategies, one thing is clear: if employees aren’t engaged, the program isn’t working.

Wellness programs should go beyond checking a box. They should be part of a bigger strategy that helps employees live healthier, more balanced lives—and in turn, supports productivity, morale, and retention. The key is engagement. It’s not just what you offer, but how it connects with people on a personal level.

Start With What Employees Actually Want

I always encourage companies to talk to their employees before launching or updating a wellness program. You’d be surprised how often businesses invest in tools or platforms that nobody asked for—or even uses.

Engagement starts with relevance. A 25-year-old single professional might be looking for fitness challenges or financial wellness tools, while a parent juggling remote work and school pickups might be more interested in stress relief or sleep support. It’s important to offer options that meet people where they are.

Pulse surveys, focus groups, or even informal conversations can go a long way in shaping a program that resonates. You can’t create engagement if you don’t understand what people value.

Make Wellness Inclusive and Accessible

Another big piece of the puzzle is accessibility. Too often, wellness programs unintentionally exclude parts of the workforce—whether it’s shift workers, remote employees, or people with physical limitations.

A successful program should be inclusive. That means offering both virtual and in-person options, considering all ability levels, and making sure programs are easy to access and use. Think mobile apps, recorded workshops, or health coaching sessions that fit into busy schedules.

Wellness should also be culturally sensitive and gender inclusive. For example, offering resources that address women’s health, mental health for men, or support for different ethnic backgrounds can make all employees feel seen and supported.

Incentives Can Work—If They’re Done Right

One way to boost participation is through incentives. But not all incentives are created equal. Offering a water bottle for signing up might get someone to click a link, but it won’t keep them coming back. On the other hand, meaningful rewards—like premium reductions, extra PTO, or wellness stipends—can truly motivate behavior change.

Incentives should be tied to goals that make sense. You don’t want people rushing through a health risk assessment just to check a box. Instead, reward progress: joining a walking group, completing a biometric screening, or consistently using a mental health app.

And be sure to celebrate small wins. Recognition—whether public or private—can go a long way in helping employees feel good about participating and encourage them to keep going.

Leadership Has to Walk the Walk

One of the biggest influences on engagement is company culture—and that starts at the top. If your CEO is sending emails about work-life balance but never takes a vacation or responds to emails at 10 p.m., employees will take the hint.

Leaders should model healthy behaviors. That could mean blocking off time for workouts, taking advantage of mental health days, or openly discussing the importance of self-care. When wellness is part of the everyday conversation—not just a one-time campaign—it becomes part of your culture.

I’ve seen companies include wellness check-ins during team meetings, have executives lead wellness challenges, or feature employee stories in newsletters. These personal touches show employees that wellness isn’t just encouraged—it’s valued.

Use Technology Thoughtfully

There’s no shortage of digital wellness platforms, apps, and tools on the market. Technology can make wellness programs easier to access and track—but only if it’s used thoughtfully.

The best platforms are intuitive, mobile-friendly, and integrated into existing benefits. Ideally, they offer more than just fitness tracking—they might include mental health resources, financial tools, nutrition support, and personalized coaching.

But here’s the catch: don’t overwhelm your employees with too many platforms. Choose one or two that offer the most value and promote them clearly and consistently. Less really is more when it comes to getting people to use what’s available.

Keep It Simple and Consistent

Sometimes, employers overcomplicate their wellness programs. Multiple sign-ins, long surveys, too many steps to redeem an incentive—it’s all a recipe for disengagement. The easier you make it, the better.

Offer a clear path to participation. Create a wellness calendar with monthly themes. Use simple messaging and visuals to promote programs. And don’t forget about onboarding—new hires should get introduced to wellness programs from day one.

Consistency is also key. Wellness shouldn’t be a January push that fades by spring. Year-round communication, seasonal campaigns, and regular updates help keep momentum going and engagement high.

Let’s Build Wellness That Lasts

At the end of the day, a great wellness program isn’t about fancy perks—it’s about supporting people. When employees feel healthier, more energized, and more in control of their well-being, they bring their best selves to work.

The employers who see real ROI on their wellness investments are the ones who listen to their people, simplify access, build a culture of care, and follow through with authenticity. Engagement doesn’t come from one program or platform—it comes from a thoughtful strategy rooted in empathy and action.

And that’s something I’m always proud to help build. Because when wellness works, everyone wins.