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Good Points Blog


Leveraging your wellness program to attract young talent

In the last 5 years, employee wellness programs have gone from being an exception to a corporate expectation, especially with young millennials. With the growing popularity of telecommuting, young talent have more employment options than generations past – which means that in many cases, they’re turning to an organizations’ culture or engagement strategy as a key deciding factor.  So what makes an attractive wellness program?  Recipients of MiBiz’s Healthiest Employers Awards chime in. 

Keep it simple

As you build your program, employee requirements and tracking should be easy to understand and monitor.  And if you want to take that a step further, we also recommend considering tangible benefits that support the activity (i.e. a pedometer for a program that challenges participants to take a certain number of steps a day), which fosters engagement and serves as a daily reminder for participants.

Ignore the haters (to an extent)

Heather Brazee, health and wellness manager at Herman Miller, recognizes that “there are lovers and there are haters for wellness,” but focusing on those naysayers will hinder cultural progression. Brazee is right; you have to keep a realistic perspective on the goals for your wellness program. Use complaints to improve your program, but remember to take them with a grain of salt. Some people just aren’t going to like a company focus on wellness, and you just have to accept that.

Keep it in the family

Don’t forget the people at home. Maintaining a healthy lifestyle is much easier when you have the support of those closest to you, and getting family members to participate encourages healthy behaviors outside of the office. This also helps ensure the company receives the full value of its investment in wellness.


Free White Paper: How to Keep Your Employees Healthy and Motivated

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