Programs that are personalized are more attractive; while 81 percent have seen a positive impact on their well-being, more than 60 percent agree or strongly agree that if family members were included in those programs, they themselves would likely participate more. Among those who did not participate, 37 percent say that they weren’t personally relevant and 20 percent didn’t know they were available.

Having colleagues or bosses involved was an incentive to participate, although how much of an influence that exerted depended on employees’ ages. While 86 percent of respondents overall say colleagues were a top motivator to improving their overall health and well-being at work, and the second choice of 57 percent is involvement by their direct managers, 64 percent of millennial respondents cite direct managers and only 24 percent say human resources’ involvement would encourage them. Among those 55 or older, however, just 51 percent say a direct manager’s involvement would be incentive, but 40 percent said HR’s involvement would be a motivator.

Motivators notwithstanding, what do employees want these programs to do? Asked about the role employers should play in employee health, getting cost-effective care, and providing emotional/personal support resources rank highest among respondents (77 percent and 74 percent agreed or strongly agreed, respectively). More than half (53 percent agreed or strongly agree) also believe employers have a part to play in helping them to stop unhealthy behaviors or managing financial issues.

But participation in employer-sponsored programs remains low. Emotional health and financial security programs had the lowest levels of participation, at 24 and 37 percent, respectively. Physical health programs need to improve as well, since just 48 percent of employees had participated in such a program.