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Not Many Leaders are Confident in Their Well-Being Programs

Not Many Leaders are Confident in Their Well-Being Programs

Nov. 2, 2023
Gartner offers steps leaders can take to measure well-being program effectiveness and communicate its value to stakeholders.

While it's important to have a well-being program, its effectiveness is even more important. Just 32% of total rewards leaders believe their organization does a good job assessing the effectiveness of their investments in well-being programs, according to Gartner, Inc. The June 2023 survey of 165 total rewards leaders was announced at the Garnter ReimagineHR conference.

“HR and total rewards leaders know that well-being programs overall work; what is unclear is how their own specific programs are performing and what is needed to improve their effectiveness,” said Brent Cassell, vice president, advisory in the Gartner HR practice, in a statement. 

The survey identified three steps total rewards leaders can take to measure well-being program effectiveness and communicate its value to senior stakeholders:

Measure Dimensions of Effectiveness

Organizations should look at four distinct dimensions of effectiveness – and the questions they raise – as a first step to measuring well-being effectiveness: 

  • Adoption. Are employees aware of and using the well-being programs provided?

  • Satisfaction. If employees are using a particular offering, are they having a good experience and would they recommend it to others? Are they satisfied with the program of offerings overall?

  • Wellness. If employees are using the offering – and having a great time doing so – is it working? Are they fitter, better, happier people as a result?

  • Outcomes. If employees are feeling better, are total rewards leaders seeing that reflected in the outcomes their senior leaders care about most?

Create a Measurement Framework 

Organizations should develop a measurement framework that looks at the full adoption journey, the survey includes. This includes employee awareness of well-being programs, whether employees feel the programs offered are relevant to their needs, and if employees are utilizing the programs.

Leaders should also consider how to show that participation in well-being programs drives both talent outcomes – employee engagement, performance, and intent to stay – and business outcomes, including reduced healthcare costs, absenteeism/presenteeism, and  regretted attrition (when an employee leaves an organization willingly)

“One potential method for determining the overall value of an organization’s well-being program is to consider three facets: satisfaction, adoption and cost,” said Cassell. 

Craft a Value Story

The company also should move beyond just sharing the data and should instead show the value of well-being investments to key stakeholders. Rather than starting with metrics and what is most easily measured, total rewards leaders need to tailor their messages to their audience. To do this, they must understand the priorities of individual stakeholders and then share the metrics that best demonstrate the impact of well-being programs in those terms.

“Data alone is not value, it is a means to an end,” added Cassell. “Total rewards leaders need to demonstrate to their key stakeholders how the organization’s well-being programs contribute to the things that they care most about.”

About the Author

EHS Today Staff

EHS Today's editorial staff includes:

Dave Blanchard, Editor-in-Chief: During his career Dave has led the editorial management of many of Endeavor Business Media's best-known brands, including IndustryWeekEHS Today, Material Handling & LogisticsLogistics Today, Supply Chain Technology News, and Business Finance. In addition, he serves as senior content director of the annual Safety Leadership Conference. With over 30 years of B2B media experience, Dave literally wrote the book on supply chain management, Supply Chain Management Best Practices (John Wiley & Sons, 2021), which has been translated into several languages and is currently in its third edition. He is a frequent speaker and moderator at major trade shows and conferences, and has won numerous awards for writing and editing. He is a voting member of the jury of the Logistics Hall of Fame, and is a graduate of Northern Illinois University.

Adrienne Selko, Senior Editor: In addition to her roles with EHS Today and the Safety Leadership Conference, Adrienne is also a senior editor at IndustryWeek and has written about many topics, with her current focus on workforce development strategies. She is also a senior editor at Material Handling & Logistics. Previously she was in corporate communications at a medical manufacturing company as well as a large regional bank. She is the author of Do I Have to Wear Garlic Around My Neck?, which made the Cleveland Plain Dealer's best sellers list.

Nicole Stempak, Managing Editor:  Nicole Stempak is managing editor of EHS Today and conference content manager of the Safety Leadership Conference.

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