How Do We Improve Employee Wellness Attendance?

After running employee wellness initiatives for the last eight years, one truth has become impossible to ignore: employees are simply people who happen to work in the same place. Each one brings their own needs, wants, and barriers. Any effective wellness program must recognize this individuality.

Financial Incentives Work—Period

The greatest success I’ve seen comes from programs that offer a financial incentive. The dollar figure varies from $300-$1000. But money talks and you know the rest. Many companies and municipalities we work with provide employees with a monetary reward for completing certain health-focused activities:

• An annual checkup with their primary care physician
• Two yearly dental visits
• Complete screenings (mammograms, prostate exams, etc.) based on age and gender
• Attendance at monthly health seminars
• Participation in fitness classes or personal training

These incentives drive engagement and improve the corporate wellness programs because they acknowledge that employees have different motivations and money is a universal one. Seriously, who doesn’t love an extra bit of cash especially around the holidays.

Recognizing Individual Barriers

Employees skip wellness activities for many reasons:

• Fear of retribution from supervisors
• Feeling they don’t have time
• Mixed messages for example, being encouraged to participate while supervisors quietly opt out. 

Each barrier is personal, valid, and solvable if we approach it thoughtfully.

Leadership Must Lead by Example

Actions speak louder than words. This is non-negotiable. When HR directors, business administrators or CEO’s tell me they want higher participation, I tell them plainly: you must participate too.

Employees won’t engage if leadership doesn’t model the behavior. Remember employees are people and people need leaders leading. When HR directors, business administrators, and supervisors show up, attendance increases every single time. Leadership participation communicates:

• “I believe in this program.”
• “I’m willing to learn too.”
• “Your wellness matters, and so does mine.”

Wellness requires humility. Leaders who participate demonstrate openness, curiosity, and authenticity. And employees respond to that.

Leaders Need to Say It Out Loud

It’s not enough for leaders to quietly join a program. They need to talk about it.

A simple walk to an employee’s desk,
“Hey, Mary, Joe, are you joining the wellness program tomorrow? I’m excited about it. I’d love to see you there.” makes a huge difference.

Personal invitations build culture, not just attendance.

Offer Options for All Fitness Levels

Wellness programs must be accessible. A class designed only for “fit people” unintentionally excludes those who need wellness the most.

When we run fitness classes, we always include adaptive options like a chair-based version in the back of the room. Maybe they only use their arms. Maybe they just do what they can. IT IS ALL MOVEMENT. More movement, more savings. 

What matters is movement, inclusion, and the message: you can do something.

Overnight Success is Garbage

Wellness is a long game. It takes time and consistency. Participation fluctuates. And there are no guarantees.

But the payoff is real:

• Lower insurance renewal increases
• Reduced reliance on expensive medications like GLP-1s
• Less absenteeism
• A healthier, more resilient workforce

If you want to reduce risk financial, physical, or organizational invest in CONSISTENT wellness.

Improving Wellness Attendance Starts at the Top

So when someone asks me, “Lois, how do we improve employee wellness attendance?” my answer is simple:

Look up. Start with leadership, then work your way down.

If leaders participate, communicate, and model the behaviors they want to see, employees will follow.

If they don’t, no amount of programming or incentives will fix the attendance problem.

Need Help?

If you’re struggling to increase employee wellness participation in your organization, reach out. I’m always happy to help you build a program that works for your workforce and your culture.