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“Do workplace wellness programs really deliver a positive return on investment? That seems to be the question on the minds of many human resource managers these days,” according to Human Resource Executive.

“But maybe that's the wrong question to be asking. Or at least not the entire question. For years, employers — and the wellness industry — have focused on demonstrating ROI primarily through medical cost savings. Medical dollars saved, of course, should be a component of ROI when determining program success. But alone, it's not sufficient.”

“Many other financial — and non-financial — gains or losses should be quantified in order to fully understand the true value of health management programs. This is particularly true today as employers reexamine strategies for financing health benefits in the wake of healthcare reform. For example, private health exchanges in which employees can obtain coverage are a new option. Companies are also embracing defined contribution models for financing healthcare benefits — giving workers a fixed-dollar amount to buy coverage on their own.”