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What is the best way to measure ROI when it comes to wellness plans? Is there more to than just health costs?

Employee Benefit News runs a piece by Janice Rahm of Interactive Health that argues there is much more [Note: Interactive Health sponsors Wellness Works Hub]. Rahm questions, however, whether company leaders “take the wrong approach to answer key questions like: What benefits does our wellness plan deliver, and how should we consider them? Too often, ROI calculation comes down to once factor: Cost. Does my wellness spend decrease my overall benefits spend?”

“By taking the wrong approach, I fear business leaders may get the wrong answers.”

What is the right approach to properly evaluate wellness plans? Rahm suggests:

• “Define why you want a wellness plan.” Areas to consider: Employee productivity, company culture, attracting and retaining employees, and improving organizational performance and competitiveness.
• “Define what makes a ‘good' wellness plan…  good wellness programs rely on clinical data measurement to prove health goals are met. Effective wellness programs regularly track actual cholesterol levels, blood pressure, glucose and more.”
• “Keep employees engaged.”