Is your corporate wellness provider a good fit?

A workplace wellness program is one of the most important benefits you can offer your employees. Well-being in the office spreads to your employees’ homes and communities and generates healthy, happy, and productive workers.

Given the benefits of corporate wellness programs — and the investment they require — it’s crucial that you choose the right corporate wellness provider. If the provider offers solutions that are one-size-fits-all or lack innovation, your employees will skip out on participation and ongoing engagement, and your investment will tank. The following red flags signal that your corporate wellness provider isn’t a good fit and it’s time to move on.

Red flag: Creating programs that don’t align with your objectives.

“A wellness provider must be a good steward of your investment,” says Kristine Holbrook, senior vice president for account management at EXOS. Whatever experience you desire for your employees, your provider should stay connected to that goal and be willing to offer different strategies if your objectives change.

Red flag: Only delivering one-size-fits all solutions.

Each company has its own workplace culture that’s different from the next. Your wellness provider should customize wellness initiatives to fit your corporation’s demographics, challenges, spaces, etc., and adapt programs to grow fluidly with the business’ culture.

Red flag: Lack of initiative on implementing industry innovation.

Although important, staying on top of industry trends or insights isn’t enough. Your provider should be able to take a new concept and craft a solution that works for your corporation’s unique environment, Holbrook says.

Red flag: Doesn’t seek regular feedback.

Your provider should actively seek your insights and reaction to help plan for the future. “If your provider isn’t asking questions about how they’re doing for you or their solutions can be improved, then that indicates potential misalignment,” Holbrook says.

Red flag: Approaches its services in a vacuum.

To build or sustain a health-promoting culture and environment, a provider should examine all services available to employees at work and find ways to create synergy. “A provider should constantly look for ways to collaborate with other company departments and other partners that the corporation has invested in, in the health and wellness space, so that the employee experience is cohesive and not confusing,” Holbrook says.

Red flag: Not a partner to the company.

Your provider should have access to the right resources and subject matter experts and bring them to the table at the right time to meet your objectives. “Even if a client refers to us as a vendor or a supplier, we really look at this as an all-in partnership,” Holbrook says.

Red flag: Lacks accessibility or availability and isn’t proactive.

If you have ideas, questions, or issues, your provider should be available to you and shouldn’t respond defensively. But also, fast response time isn’t the only goal, Holbrook says. Your provider should respond swiftly and productively to your needs and proactively anticipate problems or concerns before they arise. Issues should then be tackled with a problem-solving approach and in a way that results in meaningful and lasting change, Holbrook adds.

Not happy with your provider or just interested in seeing what’s out there? See what we can do to help you.

About the Author

Jennifer Chesak

Jennifer Chesak’s health, fitness, and adventure journalism has appeared in Healthline, Prevention, Runner’s World, SheKnows, and Field & Stream online, to name a few. She earned her master's degree in journalism from Northwestern. She’s also a distance runner and avid yogi.

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