What Strategies Do You Use To Measure
Employee Engagement In Workplace Wellness?
question was posed by a member of our Workplace Wellness Management
Group over on LinkedIn. It’s a good question.
you know, workplace wellness managers are always concerned about
employee participation in programs. So it begs the question –
how do you measure employee engagement in workplace wellness programs?
So we posted the question on the Wellness Managers’
Discussion Group on Yahoo.
answers were rich in information and helpfulness:
think it is important to first define terms. Are employee engagement
and participation being used interchangeably because they can also mean
different things," said a long-time member of the group who has
multiple wellness-related certifications.
participation is fairly straight forward – the number and
percentage of employees who register, attend and complete a
multi-session program, as an example, can all be tracked and measured,"
think measuring engagement is trickier," he continued. "While there are
tools out there to measure employee engagement, I am not sure they
specifically address wellness program engagement. As I think about
wellness engagement, I am thinking that pre- and post- knowledge
testing might be used as a measure of learning engagement, while pre
and post changes to individual behaviors might be a measure of
engagement from the behavior change perspective. I am sure there are
others the list can come up with as well."
physician member of the group said, "The only effective way you can
measure the value of any wellness program is to measure outcomes. Sure,
one can count the number of participants and one can actually observe
people participating, but actual outcomes are the ultimate measure of
effectiveness. A monitoring process has little or no value and confuses
easiest, cheapest and most significant outcomes to measure are: waist
circumference, blood pressure, HgbA1c, C-reactive protein, triglyceride
level, HDL level.
participation + Effective engagement = Desired Outcomes."
Foust, a consultant in wellness, wrote: "We use a system (www.myCatalyst.com)
for our clients that captures data related to participation in programs
by program type – no matter how many vendors are involved
– and if they are active or the case has closed; risk levels
for those who took a health risk assessment, lab/biometric data; and in
our physician guided care coordination networks, we can also capture
other outcomes and biomarker data for the participants through data
import and/or through outcome-based codes. With risk information we are
able to track and report migration of risk by percentages. One factor
we also capture is tenure which is critical to making sure participants
have had enough time to get those desired outcomes or performance
targets. If the population size remains stable and is large enough we
are also able to track costs and trends."
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