As an employer you know that your employees are human, with human problems. The same way sometimes you wake up and hardly have the energy to make yourself a cup of coffee (let alone attend to your long to-do list), your employees experience the same thing. Which means that their productivity, engagement, and job satisfaction may suffer when they themselves are suffering. The implications of that? An employer should have a vested interest in the well-being of their employees.

Luckily, the world is catching on to this, particularly our corporate wellness clients who are actively investing in the wellness of their workforce. 😉 However, there’s one thing we tell our clients that we now want to share with you, and it’s the key difference between wellness initiatives that actually work and ones that are simply an additional cost to the company. We’re talking about making data-informed decisions.

What does data have to do with wellness? A lot, actually. Data is defined as “facts and statistics collected together for reference or analysis.” We highly encourage – and assist – our clients to collect data in their wellness programs and use it to make adjustments (hence the analysis portion). A wellness program for employees should never be static. It should constantly change and evolve along with the needs and desires of your employees.


So exactly what data should you be looking at? The answer differs slightly for every wellness program. Some commonalities are:

  • Participation rates
  • Interest rates
  • Types of benefits desired
  • Satisfaction rates


The way in which you measure these can differ, but it’s important to gather both quantitative and qualitative data to get a complete picture of how your efforts are being received.


Need help generating ideas and getting organized? We offer a free consultation to help get your wellness program started the RIGHT way.