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Launching a wellness program at your workplace is an excellent way to improve employee productivity while increasing your bottom line. And based on current statistics, this idea has been gaining wide traction among U.S. companies. In its 2015 study on employee benefits, the Society for Human Resource Management found that more than two-thirds (70 percent) of U.S. employers offer general wellness programs. That’s heartening to read; yet just because it exists doesn’t presuppose it will succeed.

To generate a sizable return on investment, a corporate wellness initiative requires a commitment that is wholehearted and sincere in its mission and value, not cosmetic or cavalier.

“One can't expect to lose 10-20 pounds without putting in the time, dedication and effort and the same applies to improving the wellness of your organization,” wrote Incentive Magazine in a recent article on common worksite wellness blunders.

Courtesy of several experts, following is a list of pitfalls companies are advised to avoid when planning and inaugurating wellness initiatives.

• Your program is too complicated for employees to understand: “There is such a thing astoo much information,” said WebMD. “When creating your wellness program, take steps to ensure it’s ‘simple and appealing’ so employees can see its value right away.” And make sure you avoid jargon: Use language that’s accessible to all.
• Not vetting vendors: Entrusting your newly launched wellness program to a vendor without doing your due diligence is a blueprint for disaster. It’s critical that whomever you hire must be fully apprised of both state and federal regulations regarding wellness programs, advises Employee Benefits News. “Vendors should demonstrate compliance and a track record of monitoring such applicable state and federal laws. This will help ensure they are not recommending programs that run the risk of falling outside the letter or spirit of the law.”
• Placing undue importance on incentives: Although many employees will respond to incentives that include cash, gifts and perhaps free sessions at a local gym, these enticements may not be enough to convert the uninitiated. The catalyst for affecting genuine change is creating a wellness culture. Invoking one of their recent studies to support this contention, WebMD concluded that “clients who identified themselves as having a strong wellness culture saw a 7 percent higher health assessment completion rate than those with a weak or moderate culture.And clients with strong management support saw a 5 percent improvement. The bottom line is wellness programs that facilitate a strong wellness culture from the top down have significantly higher participation rates.”
• Being careless when it comes to designing a program that’s safe and fair for all: Not all of your employees might be readily able to participate in your wellness programs. Some might have a health issue or physical condition that could impede them from taking advantage of this initiative. In this instance, it’s essential you provide reasonable accommodation for these individuals. “An example of an accommodation is enabling a person to take a series of online health improvement classes or have a visit with their medical doctor to earn an incentive in lieu of completing a designated physical activity,” said Employee Benefit News.
• Creating a program that seems too stressful and labor-intensive: Employees will not be inclined to sign up with your wellness program if it’s deemed too much of a chore. The solution—make it fun. “While you’re at it, use the opportunity to expand your program into the community,” said WebMD. “A walk for cancer gets your employees moving while raising money for a cause and connecting with others outside the office.”