With 84 percentof respondents saying employers play an important role inemployees' health and well-being, it's imperative that employersstep up their efforts. (Photo: Shutterstock)

When it comes to workplace wellness programs, there's still alot of ground to be gained. Reports of ROI and the impact on a company's health carecosts continue to be mixed, and there's no single consensus on whata successful wellness program looks like. Yet employers forgeahead: the scope of programs continues to evolve,expanding to include financial, social and emotional factors ofwellness in addition to physical health.

Still, there's the issue of low employee utilization and concerns thatprograms aren't targeting those who would most benefit from them. Arecent survey by LightSource in conjunction with KJT Group offerssome insight into why that might be: getting employees moreinvolved in wellness programs starts with simply doing a better jobof telling them about such programs.

Related: Employers need to take a strategic look at workers'well-being

“It's tough on employers,” says Rick Johnson, vice president ofconsulting services for KJT Group. “We have some sort ofonboarding, a handbook, it's laid out on page 108… what more do weneed to do? If you want people to take action, you have to continueto inform them and inform them in different channels. Email blastis great but isn't going to do it alone. A wellness week orhighlighting wellness during open enrollment are good, but againall of these things should be working together to create acomprehensive employment program.”

Not only are employers missing the boat with their existingemployees, they're also missing out on a key recruiting opportunity. Among those surveyed,only 30 percent were aware of wellness programs when they accepteda job with their current employer, yet 64 percent consider awellness program somewhat or extremely important.

With 84 percent of respondents saying employers play animportant role in employees' health and well-being, it's imperativethat employers step up their efforts. “There is a gap, and it's notthat employers aren't trying,” Johnson says. “There was constantlythe discussion about ROI, but I think we've seen wellness programsincorporated into corporate cultures: 'We want you to be your bestself.'”

As wellness shifts to an aspect of company culture, there shouldbe a similar shift in employee involvement. Just 30 percent ofemployees say their employer asked for their input on a wellnessprogram before implementing it. Meanwhile, 43 percent were askedfor feedback on a program after it was implemented.

“An opportunity also exists to increase employee participationin and commitment to wellness programs if employers asked foremployees input on these programs before and afterimplementation–not many do so today,” report authors Michelle Sotoand Rick Johnson write.

It might sound like an easy fix, but it's not straightforwardfor many employers. “When you get into more complex organizationswhere they might have multiple locations, offsite employees, theymay have different needs. Some of these are tailored more forpeople at one location or have one type of job. When they solicitinput from employees, make sure they're really getting a diversityof input.”

Getting employee input would help employers not only tailorprograms that fit employees' needs, but also give employers wouldalso have a better understanding of why it is that employees aren'tparticipating in programs. The top reason for not participating isconflict with work responsibilities, but a combined 28 percent areembarrassed or concerned about being judged for theirparticipation.

“We're in a society where there's a stigma sometimes when youask for help and you're seen potentially as a victim,” Johnsonsays. “That's not the case, but making sure that program offeringsare structured in such a way where if it is something an employeeis concerned about, they're assured there's a mechanism in place toprotect them from shame or embarrassment.”

Clearly, there's a lot of work to be done to make employeewellness programs more effective. But at least now employers havean idea of where to start. “Involving employees early and often,and adding just a few valued programs may dramatically improve theresults of these programs, and consequently, our businesses andlives,” the authors conclude.

More ways to improve your wellnessprogram:

• Improve employee well-being with a new focus:Return on Health
• 8 out-of-the-box ways to improve employeewellness
• Wellness participation: How data drivesengagement