Wellness Program Incentives

What Do You Wish to Achieve?

Ponder why you’re evaluating and what your assessment is going to measure.

If you’re trying to learn whether plan has been thriving, see if you stuck to your mission statement and met your objectives.

If you don’t have a mission statement or goals, agree with management and your employee Employee Wellness Program Committee how your organization will track success.

By way of example, you can track success by changes in:

• Physical measures (e.g., strength, flexibility, waist circumference of workers).
• Psychological measures (e.g., employee morale, satisfaction levels, stress levels).
• Productivity measures (e.g., decline in absenteeism rates, increased employee productiveness).

Thinking About staff members

If you’re considering making improvements to the plan, consider whether the plan is still relevant and fitting for workers. See if there are any obstacles to participation in the program or to participation in physical activity during work.

As staff members are the ones participating in the program, it’s significant to give them a chance to provide feedback on the physical activity plan.

Choosing an Evaluation Method

Decide on your evaluation method. Both measurable results (e.g., absenteeism rates or questionnaire responses) and descriptive results (e.g., one-on-one interviews or focus groups) can be used to evaluate. The method you choose will depend on the time and funding available and what you want to measure.

Deciding How to Do the Assessment

Decide when and where you will do your assessment (and who will be evaluated). For more information, read the “Types of Evaluations” section on this website.
You might want to pilot test your assessment (e.g., with members of the Company Health Promotion Program Committee) before sending it out to employees. The employee Company Health Promotion Program Committee might also wish to evaluate the initiative’s planning process.

Doing the Assessment

• Compare your outcome to baseline information (i.e., assessment results from before the launch of your plan). If you don’t have this information, save your assessment outcome to compare with later results. You can also look at other information you may have, such as employee satisfaction survey results.
• Analyze and share meaningful and simple-to-understand results with upper management and staff members.
• Assessment results can be used to improve the current physical exercise program and/or to advance new drives in future.