What To Do When Employees Ignore Workplace Wellness Programs

I have worked for many companies that invested heavily in wellness programs, and most followed the same pattern of having a big rollout, a bunch of emails, and then finally a lack of participation or interest that ended it. They usually felt like just another corporate initiative filling inboxes with reminders no one wanted to open. With wellness playing such a vital role in keeping employees healthy and companies financially strong, especially for those that are self-insured, the challenge is creating programs that feel personal and practical. Companies spend millions on wellness because healthy employees perform better, take fewer sick days, and cost less to insure. A Harvard meta-analysis found that well-structured wellness programs yield an average return of $3.27 for every dollar spent, and the CDC reports that healthy employees have lower absenteeism and higher productivity than their peers. When those programs don’t work, no one benefits. The real issue isn’t the program as much as it is the culture and the conflicting things behind that culture. If a company says it wants healthy employees but gives them cheese danishes, orange juice, and coffee for breakfast meetings, it sends a very different message.

Wellness Needs To Be Demonstrated More Than Announced

When I interviewed Mina Said, CEO of VaxPro, he shared with me that he has found that the best employee wellness programs involved support from leadership and ease of participation for the employees. His company makes it easy for employees to get their flu shot or other vaccines right at work, so they don’t have to take time off to go elsewhere. Mina explained that the wellness programs he has seen last are the ones that are visible in the culture itself. When leaders model being healthy, their people are more likely to do the same. When they don’t, employees assume the company is just offering another program to give someone credit for coming up with it. A culture of wellness cannot exist if the only sign of it is just emails or posters. It needs to be visible in how the organization functions day to day.

Wellness Breaks Down When Convenience Is Ignored

Most people obviously want to be healthy. What makes it difficult is lack of time, access, and convenience. Mina told me he often sees participation increase when companies make health something they can improve at work. If it means another outside-of-work appointment, participation drops. When the company removes barriers to getting healthy, engagement in wellness programs goes up because the effort feels supported, not something they have to add to their already busy days.

Leaders who simplify the process show they respect people’s time. There are a lot of little things organizations can do to improve wellness. Something as simple as organizing walking meetings, swapping out pastries for healthier snacks, or adjusting meeting schedules to allow for more active breaks can change how people view wellness.

Wellness Culture Grows From Clarity And Trust

Mina, who is also a licensed pharmacist, shared with me how after the pandemic, many companies faced confusion about what to promote and how to explain it. Employees were flooded with messages about what was healthy, which was often confusing, and that uncertainty turned into a lack of action and mistrust. He mentioned that one of the biggest challenges companies face today is getting people to believe in their wellness efforts again. Employees need clear, consistent information about what programs are available and why they exist to build buy-in and confidence. That is a big role his company plays in educating people so that they don’t have to rely on potentially incorrect information on the Internet or news. Having that trust is important because once employees doubt the message, even the best-designed program can fail.

What I appreciated about my discussion with Mina was that his company was not there to talk people into vaccines. He said about 30-40% of people already know they want to take a flu shot each year and they just make it more convenient.

Wellness Motivation Starts With Curiosity

Wellness participation can be similar to starting a fitness plan. At the beginning, people are motivated, but it doesn’t last unless they connect with why they’re doing it. Organizations can help by encouraging small changes that feel personal. That’s where creating a culture of curiosity can help. When people are curious about how better environments, sleep, or food choices affect their mood or how a short walk changes their focus, they start to notice results and stay interested.

In workplaces where leaders talk openly about their own challenges or goals, it feels normal to keep asking questions about well-being. When curiosity is encouraged, motivation follows.

Wellness Savings Come From Simplicity And Access

For self-insured companies, wellness participation directly affects costs. When employees engage in preventive care, it reduces insurance claims, missed days, and long-term expenses. Mina described how one university system saved nearly half a million dollars in a single year by making wellness more accessible on-site. The savings were not just in money but also in time and morale. When employees see that their organization invests in making things easier for them, it builds loyalty.

Even companies that are not self-insured can benefit from the same mindset. Every leader wants to control expenses, but reducing costs doesn’t have to mean cutting care. It can mean removing barriers, offering reliable information, and showing genuine concern for the people who keep the organization running.

Wellness Culture Starts With Providing An Example

People believe what they see more than what they hear. When leaders skip breaks, eat poorly, or work through every lunch hour, employees think that’s the expectation. The companies that create lasting change are the ones where leaders participate alongside their teams. They make time to eat well or simply step outside. Those small things tell people it’s acceptable to take care of themselves.

Changing culture requires aligning behavior with values. A company that rewards overwork while talking about balance sends a mixed message. A company that provides healthy options and celebrates progress reinforces the idea that wellness matters.

Wellness Grows When It Feels Real

The most successful wellness efforts feel like part of how the company operates. When people see consistency between what leadership says and what it does, they respond with trust and participation. When they see conflict between words and actions, they disengage. Employees know when something is real and when it is just a campaign. Leaders who create a culture that reflects genuine care, where the food, the schedule, and the expectations all support well-being, see healthier, more loyal teams and stronger results. Wellness works best when people stop talking about it and start living it.