"Employers understand the importance of helping employees ward off disease and prevent illness through preventative care, screenings and healthier lifestyles," says Deenie Robertson, CWPC, an account executive for health and lifestyle management with The Wilson Agency, a member of United Benefit Advisors, Anchorage, Alaska.

"However, due to the economy and uncertainty behind health care reform, many clients seem to be holding back on spending the money on wellness. But when clients experience a substantial increase in premiums, they recognize that they need to do something. When they feel they cannot continue to increase premiums and need to consider new ways to keep costs down, they turn to wellness."

Starting a complete wellness program can be overwhelming for many employers, but by starting small with just a few features, employers and employees can focus on attainable goals. As more programs are added, the employee culture is more willing participate in wellness programs, several UBA member firms say.

Still, many employers overlook the return on value of a program in the beginning, as it may not affect the bottom line, experts say, but value must be determined by the employer, based on its own objectives.

Employers should acknowledge return on value early, evaluate progress once a new program is completed or another milestone is reached, and announce the successes, suggests Karen Kelly, a registered nurse and director of health and wellness with Borislow Insurance, Methuen, Mass.

"Celebrate all successes, no matter how small, like an employee losing weight or quitting smoking. Your co-workers and leadership will respond with, 'Yes, this is really working,'" Kelly says.