When it comes to creating thriving wellness programs, even the best intentions can fall flat without the right approach. Recently, we asked our team of engagement specialists, who work with hundreds of clients across the U.S., a simple question: What’s NOT working when it comes to workplace wellness?
Here are the six most common pitfalls they identified — and how to avoid them.
1. Expecting the Program to Run Itself
One major misstep is launching a platform or program and expecting it to automatically engage employees. Wellness leaders and admins must actively promote the program, not just once, but consistently.
Crucially, communication should go beyond logistics. It’s about sharing the “why” behind the initiative:
• How it supports employees’ health and wellbeing
• What incentives are available
• How participation benefits them personally and professionally
When leaders keep the mission front and center, employees are far more likely to stay connected and involved.
2. Putting Pressure on Employees to Participate
While wellness leaders have good intentions, applying pressure or singling out employees to participate often backfires.
Wellness should feel like an opportunity, not an obligation. When employees feel forced into programs, even for something as important as preventive care, it can create resentment, resistance, and disengagement.
Instead, focus on building a positive, inclusive environment where employees are inspired (not obligated) to prioritize their health.
3. Offering Zero Choice: The “Have-To” Program
Humans naturally resist being told what to do — and workplace wellness is no exception. Programs that feel mandatory or rigid can quickly alienate employees.
A better strategy? Offer choice and flexibility.
• Allow employees to help design the program
• Survey them about what wellness activities they’d actually enjoy
• Create multiple paths to success
If some elements need to be required (e.g., for insurance discounts), present them in a softer, less restrictive way, such as making them a stepping stone to earn greater rewards.
As Amanda, one of our specialists noted, it’s encouraging to see wellness evolve over the past 15 years into a more holistic, individualized experience.
4. Failing to Ask for Employee Input
A simple survey can make all the difference. Asking employees what they want, and truly listening, boosts both participation and satisfaction.
Key questions to ask:
• Are you participating?
• If not, why?
• What would motivate you to join in?
5. Always Rewarding the Top Performers
It’s easy to fall into the idea of rewarding the top performers of your program, but recognizing those same high achievers over and over can discourage broader participation.
Instead, consider:
• Setting personal goals for employees to reach
• Offering random prize drawings for participants
• Celebrating improvement and consistency, not just high scores
This approach makes wellness accessible and motivating for everyone, not just the elite few.
6. Running Wellness Initiatives for Too Long
Long-term challenges (like a six-month step contest) often start strong — but by the end, fissle out and disengagement becomes common.
For high-frequency activities (like daily steps or food tracking), shorter timelines work better.
• Ideal duration: 2 to 6 weeks
• Anything longer: risks exhaustion and diminishing returns
Longer-term wellness initiatives (like monthly weight checks) can work if the frequency of effort is low, but daily-intensive programs need to stay fresh and manageable.
7. Not Leveraging Wellness Champions
Some leaders try to do it all on their own, meaning their missing out on the camaraderie and community leaning into their team can have. Some of the most engaging programs we’ve seen tap into employee talents:
• A yoga instructor on staff leading a lunchtime session
• An avid home chef hosting a healthy cooking class
• An artist running a mindfulness painting workshop
By involving employees in the program’s creation and delivery, you turn wellness into a community effort, not just a top-down initiative.
Final Thoughts
Employee wellness is no longer about checking boxes or mandating activities. It’s about inspiring real, lasting engagement. By avoiding these six pitfalls, wellness leaders can create programs that are meaningful, motivating, and truly supportive of employees’ wellbeing.
Want to chat more about making your wellness program a success? [Reach out to our team here] – we’d love to help!]
