If you’re trying to predict the ROI of your wellness program, simply identifying target numbers such as the number of employees attending a wellness seminar will not cut it. (Evil HR Lady, you should know better!) It may take a bit of work, but your best course of action is to work backwards from the company’s desired outcome. (Note: it is important to start with the company’s desired outcome, not whatever HR decides is “desired.” In other words, why would the company be better (financially, for long term growth, productivity, etc.; your company likely defines “company improvements” in certain ways)? If you start there, and work your way back to the program, you should have a much better idea of why your company should implement these programs. Moreover, you should be able to cobble together at least a little bit of information for each of the links. (For example: there may not exist conclusive evidence that reducing the average number of sick days from 5 to 3 will increase productivity, but you should be able to find some information regarding this relationship.)
HR people often don’t like to hear this. Many continue to believe that their programs are for the employee’s benefit. However, and well run company will only invest in such programs if there is also a return to the company.
A good starting place is Jack and Patty Phillips’ new ROI book, “Show Me The Money”. It’s an excellent book for people (in HR or elsewhere) who are just beginning to provide the ROI in their project proposals.