How to Overcome Employee Skepticism of a Workplace Wellbeing Program

In today's post-pandemic, constantly-evolving work environments, workplace wellbeing programs have become an essential component of any business committed to building a healthy, cohesive and motivated workforce.

However, many employees can be skeptical about these programs and their effectiveness. This can result in low participation and engagement, ultimately defeating the purpose of the program.

Here are six ways that we've been able to overcome initial employee skepticism and gain greater engagement in our programs.

1. Communicate the Benefits and Impact of the Program to Employees

One of the biggest reasons for employee skepticism is the lack of understanding about the program. Employees may not see the benefits of participating and may question the impact it will have on their existing workloads. It's important to clearly communicate the benefits of the program and to have the program officially endorsed and launched by senior leaders. Sharing success stories from other workplaces participating in similar programs will also help alleviate some of the fear around trying something new. Having a clear wellbeing strategy together with a tailored 12 month wellbeing plan can also assist employees to feel more at ease about the different initiatives that will be rolled out over the course of the year. It will help them to understand that the program is not just a one-off workshop and that the organisation has a genuine, long-term commitment to supporting the health and wellbeing of all employees.

2. Make the Wellbeing Program Relevant

Another reason for skepticism is when the program is not relevant to employees' needs and lifestyles. To overcome this, it's essential to design the program with the employees in mind. At Workplace Wellbeing we do this in two ways, firstly we invite participants to complete a wellbeing measurement survey that helps them to priorities focus areas and secondly, we ask for feedback in our foundational wellbeing workshop. This information is integral in shaping a tailored wellbeing strategy and program that meets the specific needs of the team.

3. Provide Incentives for Participation

Employees are more likely to participate in a program if they're motivated by rewards or incentives, or sometimes it could simply be the glory of winning a particular challenge! In the bespoke challenges that we design, there are prizes for the winning employee and/or team. These prizes include gift vouchers aligned to the challenge (i.e. sports store voucher for a step challenge or new bedding voucher for a sleep challenge). Scoreboards are shared and friendly banter is encouraged!

4. Ensure the Program is Accessible and Convenient

Another reason for low participation is the lack of accessibility and convenience of the program. Ensuring that the program is easy to access and that employees have the time and resources to participate is key. Designing a structured program provides a combination of challenges and regular educational workshops to cater for non-office based team members. Using technology to enhance learning and interaction is balanced by providing interactive in-person experiences.

5. Get Feedback from Employees and Make Changes Based on Their Suggestions

It's essential to involve employees in the program and gather their feedback on what's working and what needs improvement. Encourage open communication and be willing to make changes based on employees' suggestions. This will show employees that their opinions and needs matter and help build trust in the program. One of the most useful feedback loops that we've created with our clients is a monthly check-in with the Wellbeing Champions, these are our 'ears and eyes on the ground' and they offer valuable insights into what their colleagues really want.

6. Make the Program Fun and Interactive

Lastly, it's essential to make the program as fun and interactive as possible. Getting the right combination of challenges, team building activities and educational workshops that promote healthy competition and engagement is sometimes tricky. However, we've seen the amazing ripple effects that our programs have had on teams who are now socialising outside of work and participating in community fitness challenges. This will help create a positive and supportive environment for employees to participate in.

In summary, overcoming employee skepticism and gaining engagement in a workplace wellbeing program requires a combination of clear communication, relevance, incentives, accessibility, employee involvement, and fun. By following these steps, you can help promote a healthier and more productive workforce and achieve the ultimate goal of improving employee wellbeing.

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