How to Build a Well-being Program for the Future

Why is setting a clear vision for a well-being program so difficult?

Too often, the focus is placed on executing minute details rather than steering towards a broader vision. The “squeaky wheel gets the grease,” so the program continues to hop from one detail to the next.

This narrow focus can derail the program’s long-term success and leave leaders feeling frustrated that they can’t seem to make any progress. Some who run well-being programming also struggle with a lack of ownership over the vision, having to simply run a program that was planned by another team several years ago.

Without a clear path, achieving a cohesive and meaningful direction becomes next to impossible, with many organizations defaulting to simply “making a change” every few years to see if a new direction will stick.

We see too many organizations make this mistake. They wonder why, after 10 years of a well-being program, they’re no better off…

What happens when vision is absent.

The absence of a clear vision leads to a fragmented approach. Without cohesion, efforts become scattered, and tasks that do not contribute meaningfully to an organization's goals may be overprioritized. Leaders can struggle with trying to satisfy others and veering towards the loudest request.

Monetary waste also occurs when vision is absent. Instead of putting all investments towards a specific direction, funds are wasted on duplicative services and benefits that are underutilized.

As a result of a lack of vision, the outcomes of the well-being program are muted, employees feel no sense of stability, and the program fails to deliver the desired impact.

The Framework to Set an Effective Well-Being Program Vision

To combat these challenges, Propel created a framework that we have begun using with our clients to establish specific yet long-term visions for their programs. Our Vision Pyramid offers a structured approach to crafting a well-defined vision for a well-being program.

The pyramid is built on three essential pillars: Culture, Care, and Metrics.

In over two decades of developing well-being strategies for clients, we have found a combination of corporate, individual, and quantitative goals creates a program that can last. Every vision statement must include at least one element in all three of these categories in order for it to be successful.

Let’s briefly explore each of these pillars.

Culture

The cultural aspect of the Vision Pyramid examines how the well-being program influences interpersonal dynamics and becomes integrated into the organizational fabric. It involves several critical components:

• Leadership Buy-in: Securing commitment from organizational leaders is crucial, as their support can drive participation and ensure the program aligns with broader business objectives.

• Impact on Recruiting: A robust well-being program can enhance the company’s attractiveness to potential employees, serving as a unique selling point in talent acquisition.

• Well-being Champion Network: Establishing a network of champions within the organization can help promote and sustain the program, leveraging peer influence to drive engagement.

• Visual Changes in Behavior: Observing tangible shifts in employee behavior indicates that the program is effectively altering workplace dynamics.

• Sustainability of Program: Ensuring the program is designed to endure over time, adapting to evolving needs and challenges.

Care

The Care component focuses on the personal benefits individuals derive from the well-being program, addressing key areas of personal development:

• Physical Well-being: Programs should promote active lifestyles and healthy choices to enhance physical health.

• Mental Well-being: Initiatives must support mental health, offering resources and support to manage stress and promote resilience.

• Social/Emotional Well-being: Encouraging social connections and emotional support can foster a more engaging and supportive workplace environment.

• Financial Well-being: Providing tools and education to help employees manage their finances can reduce stress and improve overall life satisfaction.

• Workplace Well-being: The program should enhance the overall work environment, making it a more positive and productive place.

Metrics

Metrics provide the quantitative backbone of the Vision Pyramid, allowing organizations to measure the impact of their well-being programs:

• Participation and Engagement Percentages: Tracking participation and engagement can help assess the reach and effectiveness of the program.

• Incentive Participants and Challenge Engagement: Monitoring these aspects can show how incentives and challenges drive behavior change.

• Education Engagement and Event Attendance: These metrics highlight how well educational initiatives are resonating with employees.

• ROI/VOI and Claims Reductions: Understanding the return on investment and value of investment, along with reductions in claims, can demonstrate the program's financial impact.

• Absenteeism Improvement and Accidents/Injuries: Reductions in absenteeism and workplace accidents indicate the program’s efficacy in promoting a healthier work environment.

• Employee Retention: A successful well-being program can improve employee retention by developing loyalty and satisfaction.

Our recommendation is to select one component in each of the three pillars and set a 1, 3, and 5-year goal. This helps you to create a true S.M.A.R.T. vision statement that provides long-term direction while also demonstrating short-term success.

You can download a copy of the Vision Pyramid by clicking here.

If you want to walk through this process with an expert, schedule a strategy session with us by clicking here.

Implications for the well-being administrator:

• A well-defined vision is crucial for the success of a well-being program. 

• The Vision Pyramid provides a structured approach, focusing on Culture, Care, and Metrics to guide program development.

• Effective well-being programs require leadership buy-in, focus on individual care, and measurable outcomes to ensure sustainability and impact.

If you like this content, share it with other well-being administrators.

We’re committed to discussing challenges common to well-being leaders and presenting practical solutions that increase the wisdom of all well-being professionals.