Over the years, many articles and studies have explored the effectiveness of wellness programs. For every one that says they're great and wonderful, there's another one that says they're completely useless. So, who's right?

Recently, the University of Illinois at Urbana-Champaign attempted to clear the air with a comprehensive year-long study to get to the bottom of it once and for all. The results weren't pretty. In fact, they found no significant effects on medical expenditures, health behaviors, or productivity.

Plot twist

I guess that means it's game over for us and we might as well pack it up and call it a day. But there's just one catch: while these findings may seem to provide a final verdict on wellness programs and have the naysayers shouting, “I told you so,” the research actually syncs up with our own internal data. Studies like this are always going to be flawed, because one year just isn't enough time to show meaningful results or significant cost savings. As a matter of fact, many companies see an increase in medical spending during the first two years as program members become more aware of health issues and visit their physicians more often

As a wellness provider, we're constantly tasked with proving how our programs control costs and help employees get healthy. What we've discovered time and time again is that it typically takes three years or more—along with an intense, focused, and sustained effort—before experiencing the cost benefits of a healthier workforce.

Unfortunately, many of these studies are built on a weak premise that asking employees to complete an assessment, a screening, and some basic activities—then throwing a few dollars at the participants—is enough to move the needle on wellness. But it's just not that easy.

As a tenured wellness provider who has designed and implemented many wellness programs over the years, we've learned there is no single one-size-fits-all solution that will work for every organization. We've found that the most successful programs have some commonalities that, when combined, can make all the difference. It takes time and commitment, but it is simple.

Make wellness a genuine priority

The reality is that health and wellness just isn't a top priority to the average employee. But who can blame them? You know what their day is like. They're more focused on conquering the task at hand rather than counting up the calories they ate for breakfast. Changing that mentality is difficult, and it often means making big adjustments to company priorities. What that means is that implementing a program that operates on autopilot, then calling it a day just isn't going to cut it. 

Building a workplace culture of wellness is every bit as difficult as it sounds. But that's where the win lies. And one of the best things you can do—especially if you're in a position of authority—is to lead by example. After all, no one is going to throw their back into the effort if you, as a leader, aren't willing to do it first. Which brings me to the next point…

Incentivize participation and success

Wellness incentives are nothing new. The aforementioned study used incentives, and it didn't make much difference. But the thing is, everyone is motivated differently. To some, time is precious and worth more than money. Others crave the recognition and respect of their peers. And there are always going to be those that sincerely believe good health is its own reward.

Finding incentives that truly motivate your team to put forth an effort can prove that you're fully committed to their well-being. And it can go a long way toward tilting the odds of success in your favor. Gift cards, perks, extra paid time off, premium discounts, a premium parking spot, etc., are all excellent options. You know your team better than anyone else. Choose wisely.

Commit to the long game

Anyone who's put in the work and gotten into shape can tell you: it's all about those baby steps. That's why many experts suggest starting out slowly and making gradual improvements as you go. Your wellness program is no different.

etting started with a gung-ho, all guns blazing attitude may seem like the right thing to do—especially when there's so much work to be done. But that approach may not be ideal. Instead, you want to introduce the program by gaining awareness and participation during that first year. Then, once your employees are on board, you can introduce new elements, and then take a more outcomes-based approach. Momentum is a powerful ally. So, use it to your advantage and build on your program from year to year.

As health care costs continue to rise, it's important for employers to continue exploring new ways to control costs and improve the employee experience.  Our data shows us that clients who have smartly designed incentives, and a clear pathway on what health outcomes they want to achieve get the best results over a multi-year timeframe.  Success does not happen immediately, it takes time.  While the cynics try to downplay the impact of workplace wellness, the rest of us will be busy working on solutions and enjoying the benefits of building healthier and happier workplace cultures.