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Workplace wellness can boost employee wellbeing and deliver meaningful business returns. But this can only happen when programs follow evidence-based best practices, which include individualized approaches to wellness that cater to employees’ unique needs and preferences.
Returns On Wellbeing Institute (ROWI) spoke with Neepa Patel, CEO of WellRight, a corporate wellness company that delivers customizable wellness programs. In this interview, we discussed why personalized wellness programs help workers achieve better wellbeing and help employers meet objectives that matter to C Suites.
This interview originally appeared on the Returns On Wellbeing Institute Podcast and modified for space and clarity.
ROWI: Many wellness programs still take a “one-size-fits-all” approach, despite critiques that it doesn’t work. Do you agree with this critique?
Neepa Patel: Absolutely. One-size-fits-all wellness programs often fail to engage and motivate participants. When employees aren’t motivated, they simply don’t participate. Personalization allows companies to address the diverse needs of their workforce. For example, field workers and nurses have very different needs compared to office workers. Personalization is crucial in how wellness programs are accessed and in the content delivered.
ROWI: Generational changes are impacting the workforce, with Gen Z and Millennials now making up over 50% of it. Does this play into the need for personalized wellness programs?
Neepa Patel: Definitely. Different generations have different wellness priorities. For example, Boomers may focus more on financial wellness or caring for aging parents, while Gen Z might prioritize mental health or work-life balance. Personalized programs help address these varying priorities across different age groups and job functions.
ROWI: What are the hidden costs for companies that stick to generic wellness programs?
Neepa Patel: The lack of personalization can lead to lower employee engagement, reduced productivity, and higher healthcare costs. If employees are distracted by unmet personal health or wellness needs, they can’t show up fully at work.
ROWI: Can you give examples of how personalized approaches have improved health outcomes in companies that use your platform?
Neepa Patel: Personalized wellness programs empower employees to take ownership of their health, which leads to greater engagement and the formation of healthier habits.
As an example, our clients use platforms that allow employees to track progress toward their personal wellness goals, not only for physical health but also in areas like mental health and financial wellness. It helps employees recognize areas they need to improve and make incremental changes.
ROWI: How do personalized wellness programs compare to one-size-fits-all programs when it comes to managing specific issues, such as ergonomic pain?
Neepa Patel: A personalized approach is essential. For example, a fieldworker might deal with back pain differently than someone who sits at a desk all day. The solutions and resources they need are different.
Personalized programs can offer tailored support, whether through access to ergonomic tools, stretching routines, or medical resources. This helps not only the employee but also the company by reducing absenteeism, healthcare costs, and productivity losses.
ROWI: Beyond health outcomes, how does personalization benefit employee engagement and loyalty?
Neepa Patel: Employees who feel supported and valued by their employer are more loyal and satisfied in their jobs. Personalized wellness programs show that the company cares about the employee’s overall wellbeing, not just their work performance.
This fosters higher job satisfaction and loyalty. It also helps with talent retention—64% of employers are enhancing their wellness offerings to attract and retain talent, which speaks to how important these programs have become in today’s workforce.
ROWI: Younger workers expect more authenticity from their employers, especially when it comes to wellness. How does personalization address this demand?
Neepa Patel: Younger generations are very good at identifying whether companies are genuinely committed to their employees’ wellbeing or just going through the motions.
Personalized programs demonstrate that companies are putting employee needs first, not just focusing on the bottom line. The authenticity comes from leadership’s active participation in these programs, showing that they genuinely care about their employees.
ROWI: How can HR and wellness professionals take the first steps to evaluate and improve their existing programs?
Neepa Patel: It all starts with asking questions. Surveying employees helps to understand their needs upfront. This creates a more meaningful wellness program from the get-go. Once you know what employees are asking for, you can think about how to deliver those services.
Technologies like mobile platforms and wearables can also make programs more accessible. Starting with a basic, flexible program that can evolve over time as needs change is key. Gradually adding more personalized interventions—like coaching or tailored exercise programs—can help prevent overwhelming employees with too many options.
ROWI: Do many employers involve employees in the initial planning of wellness programs?
Neepa Patel: Not enough, but it’s essential. Many companies solicit feedback after a program is implemented, but it’s better to involve employees from the start. This helps create a program that’s more impactful right out of the gate. At WellRight, we’ve seen success when employers ask questions upfront and use that feedback to tailor their wellness programs to their workforce.
ROWI: Can you share examples of companies that have successfully implemented personalized wellness programs?
Neepa Patel: One Chicago-based manufacturer we work with has about 1,000 employees. They created a program focused on physical, financial, social, and emotional wellbeing—because that’s what their employees said was most important to them. They’ve seen a 50% increase in participation without even using incentives.
Another client, a hospital system in Washington, has a 75% engagement rate on our platform, which is especially significant given the challenges hospitals face, like nurse burnout. The hospital has seen improvements in retention, engagement, and ROI.
ROWI: What advice would you give HR professionals looking to make the case for more resources to their executive team?
Neepa Patel: Arm yourself with data. There’s plenty of research showing the benefits of wellness programs in terms of productivity, retention, and healthcare cost reduction. You don’t have to start big—focus on key areas that are important to your workforce, and show results in those areas.
Having data from your employees and industry benchmarks can help you make a strong case. Start with a phased approach, setting goals and measuring your progress. This way, you can evolve the program as your workforce’s needs evolve.
ROWI: Any final thoughts on how WellRight can help companies looking to enhance their wellness programs?
Neepa Patel: At WellRight, we focus on providing a holistic approach to wellbeing, addressing the many dimensions of wellness—physical, mental, financial, and more.
We help companies create personalized programs using tools like health risk assessments, biometric data, and coaching, tailored to meet the specific needs of each employee. Ultimately, this drives better health outcomes and helps companies retain talent, improve productivity, and reduce costs.
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ROWI: Thank you, Neepa, for sharing your insights today. To learn more about WellRight, please visit Wellright.com.
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Steven Van Yoder, co-founder at Returns On Wellbeing Institute, provided editorial support to this article.
