Despite significant investments in employee wellness programs, many organisations struggle with low engagement and impact. While health and well-being benefits rank among the top priorities for employees second only to compensation there remains a striking gap between what organisations offer and what employees truly need. 

At the recent People Matters TechHR Pulse Mumbai, Anurag Bhatnagar, Chief of Institutional Business at MediBuddy, delivered an insightful keynote on the critical role of employee health and well-being in building a resilient workforce. As the leader of the country’s largest digital healthcare platform, he shared data-driven perspectives on how organisations can better cater to their employees’ wellness needs.

Understanding employee expectations

Bhatnagar emphasised that despite organisations having well-laid-out wellness strategies, many fail to align with employee expectations. Citing a SHRM survey, he highlighted that after compensation, health and wellness benefits are the most valued by employees. Yet, a staggering 77% of employees remain dissatisfied with their current health and wellness offerings. The key reason? A lack of personalisation.

The Cost of Ignoring Employee Wellness

Modern workplaces demand high levels of productivity, often pushing employees into long hours and high-stress environments. Citing a CII report (2024), Bhatnagar revealed:

72% of job seekers prioritise better benefits when choosing a new employer.

96% expect customised wellness programs.

33% reduction in sick leaves is observed when mental health is effectively addressed.

22% productivity improvement is seen in organisations with strong wellness initiatives.

14% reduction in hospitalisation costs can be achieved by focusing on preventive care.

The Five-step approach to effective employee wellness

To bridge the gap between expectations and reality, Bhatnagar outlined a five-step process for designing impactful employee wellness programs:

1. Personalised and flexible wellness offerings

Organisations should shift away from standardised wellness packages and offer customisable wellness benefits. Employees should be able to select healthcare services tailored to their specific needs, ensuring better utilisation and higher satisfaction.

2. Moving towards a cashless healthcare model

Traditional reimbursement models create unnecessary administrative burdens. By adopting a cashless system, organisations can provide seamless access to healthcare services, leading to better engagement and higher utilisation rates.

3. Prioritising vision and preventive healthcare

Despite excessive screen time in today's digital work environment, only 10-12% of companies offer vision benefits. Organisations should proactively integrate vision care and preventive health screenings into their wellness programs to enhance overall employee well-being.

4. Addressing women's health with a holistic approach

A maternity program consisting of a gynaecologist, psychologist, dietitian, and physical therapist can help curate personalised health plans. Investing in tailored maternity and wellness benefits beyond the traditional framework ensures stronger engagement and better health outcomes.

5. Effective communication and engagement strategies

A well-designed wellness initiative can fail without proper execution and communication. Employees have different preferences, some respond quickly to WhatsApp messages, while others prioritize HR emails. Organisations must implement multi-channel communication strategies to drive awareness and ensure employees understand and utilize available benefits effectively.

Bhatnagar drew an analogy: “We often don’t know about new traffic regulations unless we see them in the news. How can we expect employees to fully grasp wellness programs through just one email?” A marketing and internal communication strategy for wellness programs is critical for success.

Achieving the Gold Standard in Employee Wellness Participation

Bhatnagar presented data from 1,000 companies across industries, including BFSI, FMCG, IT, automobiles, and infrastructure, to define the gold standard for employee wellness engagement.

For BFSI organisations, at least 60% of employees should utilise at least one wellness service.

If participation rates fall below this benchmark, the program cannot be deemed successful.

Companies that succeed in reaching these numbers achieve it through strategic planning and HR collaboration, even in hybrid work settings.

Mental Health: A critical lever for engagement and productivity

Bhatnagar reinforced the proven connection between mental health benefits and employee engagement. Employees who are given the autonomy to choose wellness services that meet their needs are happier, more engaged, and ultimately more productive.

He urged organisations to embed health and well-being into their transformational strategies, ensuring they are not just offering wellness programs but making them an integral part of employee experience and business success.

The future of employee wellness

As organisations navigate an increasingly complex workforce landscape, comprehensive, personalised, and well-communicated wellness programs are essential for resilience. With data-driven insights and strategic execution, companies can foster a healthier, more engaged, and high-performing workforce.