It is important to measure the effectiveness of all Employee Wellness Programs.
There are several very simple ways to measure Employee Wellness Programs:
How many attended the corporate health and Employee Wellness Program,
and was there participation or a visible level of interest?
Use a short and simple pen and paper evaluation that people fill out at the
end of the Employee Wellness Plan /presentation. Statements that are rated on
a scale from 1 (strongly agree) to 5 (strongly disagree) will give valuable
information. Ask about:
- The value of the Employee Wellness Programs to the individual
- The style of the presenter
- The presenter’s knowledge of the topic
- The level of knowledge gained by the staff member
- Other areas that would be of interest for future Employee Wellness Programs
Examples of Questions about Employee Wellness Programs
- This program provided me with information and/or skills I will use.
- The presenter was knowledgeable about the subject matter.
- There was adequate time for questions.
- The methods used to present the information were effective.
Open-ended questions about Employee Wellness Programs may include:
- The best component of this Employee Wellness Plan was…
- The component that needed improvement was….
- I would attend another Employee Wellness Plan by this speaker…
- Topics I would like to see included in other presentations or Wellness
This would be a process evaluation that reviews how well the Employee Wellness
Programs were implemented. It is also important to look at health outcomes and
cost outcomes of Employee Wellness Programs.
More in-depth information about the cost-effectiveness of Employee Wellness
Programs can be found by analyzing data before and after Employee Wellness Programs
concerning health care claims, workers’ comp claims, sick time, productivity
levels, etc. Health outcomes for Employee Wellness Programs can be measured
by looking at health claims and sick time.
It is also important to look at the impact of Employee Wellness Programs on
family members. For example, smoking by pregnant mothers may lead to the birth
of a severely impaired child. This could cost an employer or health plan hundreds
of thousands of dollars, an expense that could have been avoided with well-designed
Employee Wellness Programs.
You can also compare the cost per staff member of running the Employee Wellness
Programs to the savings per staff member. One evaluation of Employee Wellness
Programs involving 20,000 to 25,000 staff members at New York City-based Citibank
showed a return of $6.70 for every dollar the organization invested in Employee
Wellness Programs. The findings were based on a study of medical costs and rates
An ongoing evaluation of your Employee Wellness Programs should be performed
each year and additional periodic evaluations of Employee Wellness Programs
should be conducted on an ad hoc basis. An ad hoc evaluation of your Employee
Wellness Programs might be initiated by a variety of triggers. For example,
at the end of flu season, a organization might want to measure its flu shot