This is a seemingly simple question at first glance, but so many HR and financial executives struggle with accurately articulating a clear answer. Even those leaders whose companies currently have an existing wellness initiative can stumble when trying to put good words to it.
A typical wellness program will likely include elements such as health assessments, biometric screening events, nutritional education, flu shots, etc. Participants are often encouraged to get regular BMI measurements or periodic blood pressure monitoring. All of these things at face value can certainly help postively impact an individual’s health, but that doesn’t necessarily make them an effective wellness program.