What separates successful wellbeing programs from the rest? From what we've seen, it's these three things.

Everyone wants to win with their wellbeing programs, and some companies stand out above the rest. They set themselves up for success by embracing cultural characteristics and practices that make their employees feel cared for. They understand that choosing the right health and wellbeing benefits matters, but they also have the right foundational elements to maximize those programs' value. 

So, what are the key factors that separate these companies from those that aren’t as successful? Here’s what we’ve seen at Grokker. 

They really care about their people

A key differentiator for companies that make a meaningful impact on employee wellbeing is how authentically they care about their people. Of course, every company will say that they care about employee wellbeing, but there’s a gap in how much employees actually feel it. According to Gallup,  only 24% of employees believe their company cares about their wellbeing.  

The key to a caring culture is that it has to start with the leadership team. When leaders are empathetic, open to feedback, and interested in their employees’ personal lives, it shows that they care. Wellbeing programs are a natural extension of that care and concern.

Our CEO, Lorna Borenstein discusses this in her book, It’s Personal: The Business Case for Caring. She talks about how sharing her own personal struggles opened a door for employees to share their own:

“Imagine if every employee in your company felt comfortable enough to share their personal struggles at work. Imagine how safe a workplace that would be. Then imagine the strength your employees could derive from the understanding of colleagues and managers, and the relief at not having to pretend everything is fine when going through a serious life event. Imagine how much more committed and loyal they would feel to the company and their manager.” 

They aren’t afraid to innovate

The workforce is constantly evolving, and wellbeing programs have to adapt to keep up. Just in the last decade, several major trends have dramatically changed what employees need and expect from their employers:

• Financial wellness has emerged as an important priority.
• Wearables like smartwatches make it possible to track and improve everything from activity levels to sleep.
• Growing awareness around mental health has increased the demand for therapy and other mental health interventions.

Successful companies aren’t afraid to try new things and work with innovative partners to meet these evolving needs. Generally, these companies have an innovation-driven culture that encourages experimentation and doesn’t punish people for making mistakes.

These companies don’t have a narrow definition of ROI. In addition to measuring the impact that their wellbeing programs have on healthcare costs, they also monitor other factors, like employee satisfaction and engagement, that allow them to understand the real value of their efforts. 

Their insides match their outsides 

Outlining your company’s values is critical to defining your culture. But the values that are posted on the breakroom wall must align with the day-to-day experiences of employees. When they don’t line up, people will disregard them and do what they need to do to get ahead, which is one of the hallmarks of a toxic culture. 

Companies with successful wellbeing programs understand that the misalignment of values and reality undermines their employees’ wellness. To combat that misalignment, they implement practices that support a psychologically safe workplace:

• They create environments where employees don’t have to play games or outmaneuver one another to get recognition for their work. 
• They know that employees will have ups and downs, and they don’t punish them when they’re down. They support them. 
• They don’t chastise employees for making mistakes or taking calculated risks. 

When employees know that their efforts will be recognized, it’s okay to bring their full selves to work, and they can contribute without fear of retribution, they feel psychologically safe at work. 

That means they feel comfortable asking for help and using the benefits available to them. They want to participate in challenges knowing that the goal is to achieve positive outcomes for everyone. They want to talk with their colleagues about their struggles and their experiences with the wellbeing programs. And that word-of-mouth can increase utilization and drive better outcomes. 

Build your wellbeing programs on a strong foundation

If you’re struggling to make wellbeing work at your company, take a look at these factors. If your values aren’t in alignment with your employee's daily reality, or you’re afraid to innovate, it may be holding you back from realizing the full potential of your wellness initiatives. 

With caring leadership, a safe, supportive environment, and a willingness to experiment, you can set the foundation for your programs —and your employees — to thrive.