Today’s workforce expects more than surface-level benefits. Employees are looking for meaningful support that helps them manage stress, improve their health, and thrive both on and off the clock. In response, companies have expanded their wellness offerings — however, even the most thoughtful programs struggle to make an impact without one essential ingredient: employee participation.
Despite significant investments in wellness benefits, many employers struggle with low engagement rates. And the gap between availability and utilization is costly. Without meaningful participation, organizations miss out on reduced healthcare costs, improved productivity, and higher retention.
The issue isn’t that wellness programs don’t work. It’s that employees don’t always see them as relevant, accessible, or worth their time. To turn this around, companies must go beyond offering perks and instead create a wellness culture that truly motivates action.
Let’s take a closer look at why participation matters, the most common engagement barriers, and the strategies that help employers build thriving wellness programs that people actually want to use.
Why Participation in Wellness Programs Matters
An underused wellness program is like a gym membership you never use — well-intentioned but ineffective. The true value of any wellness initiative lies not in its existence but in how well it’s adopted.
High participation delivers real ROI through:
Lower healthcare costs: Engaged employees are more likely to manage chronic conditions and adopt preventative behaviors.
Increased productivity: Healthy workers take fewer sick days and experience less presenteeism.
Higher morale and retention: Employees who feel supported in their well-being are more likely to stay long-term.
Better workplace culture: Wellness participation fosters connection, team spirit, and shared purpose.
To realize these benefits, companies must focus not only on what they offer, but on how they encourage employees to engage.
Barriers to Wellness Program Participation
Even when programs are well designed, participation often lags. There are several common reasons employees don’t get involved:
- Lack of Awareness: Employees can’t use what they don’t know exists. If communication around wellness offerings is sparse, unclear, or buried in HR documents, most workers will never take the first step.
- One-Size-Fits-All Offerings: Not every employee wants yoga at lunch or a step challenge. When programs cater to a narrow range of interests or fitness levels, they alienate those who feel left out.
- Time Constraints: Busy schedules, heavy workloads, and inflexible job roles can make it hard for employees to participate — especially if programs are only offered during work hours. As a matter of fact, studies show 68% of employees reported that they didn’t take full advantage of their company’s well-being benefits because the programs were too difficult to navigate, took too much time, or were overly complicated.
- Privacy Concerns: Employees may hesitate to join wellness initiatives for fear of data misuse or feeling judged. This is especially true with biometric screenings or mental health offerings.
- Lack of Leadership Support: If managers don’t model participation or reinforce wellness as a company priority, employees may assume it’s optional or irrelevant.
Strategies to Encourage Meaningful Participation
The key to getting employees to participate is to design wellness initiatives that resonate, motivate, and fit into the reality of their lives. Consider these seven tips:
1. Personalize the Experience
Employees are more likely to engage when programs feel tailored to their goals, needs, and preferences. Use surveys or wellness platforms to gather insights about what matters most to your workforce — whether it’s mental health resources, financial coaching, stress management, or nutrition guidance.
Although nearly 85% of large U.S. employers provide workplace wellness programs, burnout and mental health challenges have only continued to rise. Therefore, it’s important to offer a menu of wellness options that reflect a range of lifestyles, fitness levels, and interests. Digital tools like wellness apps or online platforms can make personalization scalable and accessible.
2. Make Participation Easy and Convenient
Remove barriers by bringing wellness to the employee, not the other way around. This could include:
- Virtual programs for remote and hybrid teams
- On-demand resources available 24/7
- Wellness breaks integrated into the workday
- Programs embedded in existing platforms like Slack or Teams
Convenience drives consistency. The easier it is to participate, the more likely employees will do it regularly.
3. Communicate Clearly and Often
Marketing your wellness program internally is just as important as launching it. Use multiple channels like email, internal newsletters, intranet pages, posters, and manager shoutouts to promote offerings and share success stories.
Keep the messaging focused on what’s in it for them. Highlight tangible benefits like stress reduction, better sleep, or financial peace of mind. Avoid overly corporate language and speak in a tone that feels supportive and personal.
4. Incentivize the Right Behaviors
While perks alone won’t drive long-term engagement, smart incentives can nudge employees to participate. Consider:
- Points-based systems that reward healthy actions
- Team-based challenges with small prizes
- Wellness stipends employees can use as they choose
Make sure the rewards align with your culture and goals. Be sure to focus incentives on participation rather than outcomes to avoid discouraging employees who are just getting started.
5. Ensure Leadership Buy-In and Visibility
Employees take cues from leadership. When executives and managers openly participate in wellness programs and give their teams permission to do the same, engagement skyrockets.
Train managers to support wellness conversations, model healthy behaviors, and celebrate small wins across teams. This helps embed wellness into daily routines, not just quarterly initiatives.
6. Protect Employee Privacy
Trust is key to participation. Be transparent about how health data is used, stored, and protected. Choose wellness vendors that comply with HIPAA and prioritize data security.
Offer anonymous participation options when appropriate, especially for mental health or substance use support. Reassure employees that wellness is about support, not surveillance.
7. Measure, Adapt, and Evolve
A great wellness program is never static. Track participation data, gather feedback, and adjust offerings based on what’s working and what’s not.
Key metrics to watch include:
- Participation rate
- Repeat engagement
- Employee satisfaction
- Health outcomes (when available)
- ROI or cost savings
Use these insights to refine your approach and ensure your wellness initiatives stay relevant and impactful.
Real Engagement Begins With Culture
At its core, wellness engagement isn’t just about features — it’s about creating a culture where well-being is part of the work experience, as opposed to treating it as a side project. This means giving employees the time, tools, and permission to prioritize their health in a way that feels meaningful to them.
Companies that succeed in building this culture see real results, including lower turnover, higher resilience, and a stronger employer brand.
Turn Wellness Intentions Into Impact With CoreHealth
In a nutshell, workplace wellness programs only deliver value when employees actively participate, which requires more than perks. It takes the right tools, personalized experiences, and a culture that supports well-being every day.
That’s where CoreHealth makes a difference. Our all-in-one corporate wellness platform helps organizations design, deliver, and optimize wellness programs that drive real engagement and measurable outcomes. With customizable modules, seamless integrations, and powerful reporting, CoreHealth empowers organizations to turn wellness into a strategic advantage.When it comes to employee wellness, participation isn’t optional. It’s everything. Ready to increase participation in your wellness program? Book a demo with CoreHealth today to see how we can help you build a healthier, more engaged workforce.
Learn more about wellness programs with these articles from the Corehealth blog:
5 Ways Wellness Companies Are Evolving Their Wellness Programs
What to Look for in a Corporate Well-Being Partner
The Wellness Gap: How Being Disconnected From Organizational Purpose Impacts Employee Well-Being