With the end of the year right around the corner, it’s the perfect time for HR professionals to evaluate the success of their employee wellness programs. While true impact can take longer than a single year to measure (and goes far beyond dollars saved), there are several key indicators that can help you determine whether your program is moving in the right direction.
Evaluate Engagement
Check participation data on your wellness programs and events. This might include the percentage of employees enrolled in ongoing programs, the number of clinic visits (if you have an onsite clinic), or average attendance at wellness events such as flu shot clinics or biometric screenings. Recent data show that 87% of companies now have a formal wellness program, and 77% of employees say wellness programs positively impact workplace culture, but only if employees are engaged.
If engagement seems low, consider the context and plan strategically for next year. Do certain days or times yield higher turnout? Are employees more likely to visit the clinic after hearing about a colleague’s positive experience? Understanding these trends can help you refine your approach and boost engagement in the year ahead.
Survey Satisfaction
Employee feedback is another valuable tool for evaluating your wellness program. Create a short, anonymous survey to gauge awareness, participation, and satisfaction with your wellness initiatives and benefits. Ask employees whether they’ve used certain programs, how familiar they are with available offerings, and how likely they are to recommend them to a colleague.
Several tools, from Google Forms to third-party platforms, can help you collect and analyze results. Including a Net Promoter Score (NPS) question (“On a scale of 1–10, how likely are you to recommend this program to a friend or coworker?”) provides a quick, measurable snapshot of overall satisfaction.
Clear, data-driven feedback can help you identify what’s working, what’s underutilized, and where communication or program design may need improvement.
Observe Outcomes
Outcomes are a critical and objective part of evaluating your program’s impact. Whether your primary goals include improving population health, reducing absenteeism, or achieving cost savings, end-of-year data can help you track progress in each area. With research suggesting wellness programs can reduce absenteeism by up to 16% and 72% of companies reporting lower healthcare costs after implementation, these metrics are important to keep an eye on.
If available, review population health data from your clinic vendor or wellness partner. Ask for an end-of-year summary report that highlights trends, improvements, and opportunities for growth. Some employee groups have unique health needs, and understanding those allows you to tailor programs more effectively.
You can also assess average sick days, absenteeism rates, and claims data from the past year. These metrics provide insight into both employee well-being and organizational impact.
From Reflection to Results
Start next year with a clear blueprint for success by reflecting on your program’s strengths, growth areas, and achievements over the past year. Using insights from engagement, satisfaction, and outcomes, you can refine your strategy, set measurable goals, and ensure your wellness initiatives continue to make a meaningful impact in the year ahead.
References:
Busse, P. (2024, March 12). Measuring workplace wellness program ROI and VOI. SFM Mutual Insurance. https://www.sfmic.com/roi-and-voi-a-strong-wellness-program-measures-both/
Gordon, C. (2025a, May 6). 50+ critical workplace wellness statistics of 2025. Recruiters LineUp. https://www.recruiterslineup.com/critical-workplace-wellness-statistics/
