More than nine in 10 (91%) US respondents would engage in healthier behaviours if they were rewarded, according to research by Welltok and the National Business Group on Health (NBGH).
The Whispers from the water cooler: what motivates employees to improve their health and wellbeing report, which surveyed 1,003 full-time US employees working for large organisations, also found that 60% of respondents agree or strongly agree that including family in workplace health and wellbeing programmes would increase participation.
The research also found:
- 60% of respondents aged between 18 and 34 think employers should be involved in supporting employees’ financial health.
- 53% of respondents see their employer as having a role in helping them to stop unhealthy behaviours or manage financial issues.
- 86% of respondents are motivated by colleagues to improve their overall health and wellbeing at work, and 57% name their direct manager as a key motivating factor.
- Less than half (48%) of respondents have taken part in a physical health programme at work, and less than a quarter (24%) have participated in a programme focusing on emotional health.
- 63% of respondents in households earning less than $50,000 want their employer to play a role in supporting their financial wellbeing, compared to 44% of respondents earning $200,000 or more.
- 81% of respondents saw a positive impact on their physical wellbeing as a result of participating in a workplace health and wellbeing programme.
- Among respondents who have not participated in a workplace wellbeing programme, 37% did not find the programme relevant to them, and 20% did not know they had access to a health and wellbeing programme.
Michelle Snyder, chief marketing officer at Welltok, said: “The majority of [organisations] providing health and wellbeing programmes can maximise the value of what they are offering, regardless of their current levels of employee participation.
“Clearly, not every group is motivated by the same drivers and there is room for all to grow. The findings confirm that employers must connect individuals with the right topics and content, as well as create the right support networks if they want to generate the highest possible return on investment.”