These are the reason why your Corporate wellness program Malaysia fail !

corporate wellness program Malaysia
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Corporate wellness program Malaysia initiatives always get off to the right start. A business understands that its employees are valued individuals who merit care. They understand that healthy individuals are more effective and productive in all aspects of their lives.


Sadly, a lot of wellness initiatives fail. Many businesses face the challenge of launching successful programmes and wonder why corporate wellness program Malaysia fail.


Programs for employee wellness can be effective. When they fail, it’s frequently due to well-known causes including employee indifference, accessibility issues, and competing courses. There are, however, things that can be done to make sure that employee wellness initiatives are well-received and produce significant outcomes.


Continue reading to learn why Corporate wellness program Malaysia frequently fail and how your company may do better.

What Is a Wellness Program for Employees?


A company’s or organization’s attempts to encourage healthy lives among its workforce—and, in some situations, among staff members’ spouses and dependents—are collectively referred to as employee wellness programmes, workplace wellness programmes, or employee well-being initiatives.


Thankfully, more businesses are realising the advantages of employee wellness. The global Corporate/Workplace Wellness Industry generated $49.81 billion in revenue in 2019 and is projected to reach $66.20 billion by 2027, showing a CAGR of 5.9 percent from 2020 to 2027, according to a report released by Allied Market Research.


Employee wellness initiatives can have a wide range of advantages if they are implemented well. They promote employee engagement, to name one significant example. Gallup’s study on employee engagement found that organisations with highly engaged workers are 21 percent more profitable. Additionally, they are 17 percent more productive than businesses where employees are not engaged. Contrarily, employees who are “actively disengaged” communicate their misery to their coworkers, which has a detrimental effect on the workplace.


We’ve outlined the top five reasons wellness programmes fail, along with solutions, to keep your staff interested.

Employee Wellness Programs: 5 Reasons Why They Fail

1. Low employee involvement


Programs for employee wellbeing seem to be something that would be very popular among the staff. Even though these programmes are meant to improve their wellbeing, this isn’t always the case. Because they don’t have the time or don’t want to make the time, the majority of employees are unwilling to engage.


According to a UnitedHealthcare poll, 63% of workers are unwilling to put in more than an hour per day to better their health and wellbeing. Simply put, they lack the drive to take part.


Launching initiatives that truly appeal to employees is crucial to combating this. To better understand what kinds of incentives may pique interest among your workforce, it is best to start with the corporate culture. If your business sells video games, for instance, hosting gaming nights or offering incentives like free consoles or video games can be a good idea.


Takeaway: Determine what will result in the highest levels of participation by starting with your corporate culture.

2. Generic Software


There are various health issues that affect employees. Your programme must provide a variety of activities to meet the varied requirements and preferences of your workers. Having a generic programme is one of the key reasons why wellness programmes fail. Offerings lack any customization and are overly general.


Employers can prevent this by providing individualised wellness options. Permit people to decide for themselves whether they want to focus on weight loss, relaxation, or physical fitness. They might be making an effort to stop smoking or switch to cycling to work. Give married workers access to Corporate wellness program Malaysia that cover their partners and kids. The demands of the employee should always be taken into account in the greatest employee wellness initiatives.


Takeaway: Tailor your wellness initiatives. The better, the more employee-specific you can be.

3.Concerns Regarding Privacy


Private information must be gathered as part of employee wellness programmes in order to conduct health conditions screenings. Concerns about this are not shocking considering how compromised private data has become a global disaster. According to 81 percent of people, the hazards they can encounter as a result of data gathering by businesses exceed the advantages.


People are generally reluctant to share sensitive personal information with their employers because they respect their privacy and do not want to risk losing their jobs. One of the reasons wellness programmes fail is that people are reluctant to divulge personal information. In the event of health or medical information, this is valid. An employee may worry that their employers may think they are no longer capable of carrying out their responsibilities if a health assessment reveals they have comorbidities.


It is crucial to have waivers declaring that all medical information is private and only shared between the employee and the health practitioner in order to allay privacy worries. A excellent strategy to reassure employees is to include provisions stating that any diagnosis won’t affect their employment.


Reassure staff that all medical information is completely private.

4. Accessibility Issues


An employee wants nothing more than to spend their downtime at home after a long day at work. They simply want to loosen up, unwind, and relax. It is doubtful that a company’s wellness programme will be successful if it takes time away from an employee’s free time.


Instead of the other way around, the programme ought to come to the workers. It ought to be simple: A classy software rather than a booklet or other easily misplaced item. They ought to be able to access it anywhere, at any time. It shouldn’t consume a lot of their free time. Programs that can be used during business hours are excellent morale boosts, if possible. This demonstrates how much the business cares for its workers’ welfare.


Make wellness initiatives simple and practical.

5. Minimal to No Management Involvement


Regardless of how fantastic your programme is, if management and upper-level officials are absent, wellness initiatives will fail. According to an IBM study, 80% of executives think their business supports the mental and physical well-being of its workers. However, just 46% of workers reported that their employer promotes their mental and physical wellness.


When they see the management supporting them, employees are more encouraged to take action. Employee behaviour is affected when management is openly committed to a goal. It serves as a motivating reminder to the workforce that management is fully committed to the wellness project.


Employers can commit by contributing enough money to the initiative and actively promoting it in public. Such initiatives will demonstrate a sincere desire to change the wellness culture within your company.


Make sure senior staff members are visibly investing and involve.

Employee Wellness Programs: An Essential Component of the Workplace


Initiatives to promote employee wellness are a great concept. After all, what business wouldn’t want its employees to be content and healthy? Not only can they raise spirits, but they also improve productivity at work overall and employee retention. Launching a wellness programme, however, is not always as simple as businesses believe.


The top five reasons why wellness programmes fail are outline here. These motives range. Employees might believe the programme won’t provide them with many benefits and that the incentive isn’t worthwhile.


Because the programmes are so generic and the administration is nowhere to be located, they might believe that they aren’t sincere. Employees may experience anxiety while divulging knowledge that could jeopardise their employment. Employers should pay attention to their employees, no matter what their motivation. They must act quickly and offer solutions that are inclusive, simple to use, individualised, and secure.


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