Corporate Wellness Initiatives are dumped before taken because of the corporate obsession to measure ROI. Here’s a method to ensure an effective programme design knowing that measuring outcomes would be difficult.

I was recently at a conference in Mumbai speaking on “Developing a Culture of Wellbeing inside organizations” and one of the themes which kept repeating was ROI of Wellness Programs. (Aren’t surprised – right?)

So I thought I would do a piece which might help in thinking through this.

At plugH, we believe that the mission of any Corporate Wellness Program at any organization should be to assist employees in achieving optimal health and well-being. It ought to be a program designed to encourage participants to seek work life balance and fulfilment through their own learning and actions. The program should necessarily be founded on personal responsibility for one’s own wellness.

Having said that it is the onus of the employer to create an enabling environment through multiple initiatives. Initiatives however cost. They cost executive time, money and such other resources so kick starting any initiative has to be weighed carefully.

Initiatives in the area of health and wellbeing can never lead to outcomes quickly and hence measuring impact by measuring outcomes will always be challenging. In such a situation, a quick check for you to weigh the potency of any initiative is the KAP check.

You have to see if the initiative addresses ~

the Knowledge deficit, includes experiential methods to modify Attitudes and give sufficient support for the participant of the programme to Practice the changed behaviour.

Here’s a task which you could do yourself to see how this helps.

Sleep deficit is something that executives have just resigned themselves to live with. With this new framework how would you design an initiative which could potentially achieve maximum behaviour change in people ?