From Perks to Performance: Why Your Wellness Program Isn’t Working (Yet)

April Odom
Oct 1
2 min read

If you’re reading this as an HR director, CEO, or team lead who truly cares about your employees, let me start with this:

You’re not the problem.
It’s the program.

The truth is, most workplace wellness initiatives don’t work—not because the idea is wrong, but because the execution is outdated. We’re trying to solve 21st-century health issues with 1990s wellness strategies.

🍎 Let’s Talk About the “Wellness Perks” Trap

You’ve seen the typical offerings:

A fruit bowl in the breakroom
A once-a-year biometric screening
A points-based step challenge
Maybe even a meditation app subscription

Here’s what most employers don’t realize: these low-touch, generic programs don’t create real behavior change.

They’re not targeted.
They’re not clinical.
And most importantly they’re not solving the root issues.

According to the Society for Human Resource Management (SHRM), only 24% of employees actually participate in traditional wellness programs. And in a recent study published in Health Affairs, randomized trials of common programs found no significant improvement in health outcomes or cost savings after 18 months.

🧠 The Disconnect: Good Intentions, Poor Impact

Employers are checking the wellness box. But employees are still:

Stressed
Burnt out
Missing work
Delaying care
And silently managing chronic conditions without support

This isn’t just a health issue. It’s a performance and profitability issue. Let’s shift the conversation from perks to performance drivers.

🧬 What Modern Wellness Programs Need

As a nurse practitioner and clinical strategist, I’m helping workplaces reframe their wellness offerings through three essential lenses:

1. Clinical Insight

Health doesn’t improve without accurate data and expert input. Employees need access to trusted providers—not just pamphlets.

2. Personalization

One-size-fits-all doesn’t cut it anymore. A 25-year-old runner has different needs than a 48-year-old diabetic with sleep issues.

3. Consistency

Sporadic events don’t build trust or habits. Integrated, ongoing care leads to real results (and measurable ROI).

🚨 Consider This:

Programs that include clinical services (such as screenings, care management, or health coaching) have been shown to reduce absenteeism by 25% and healthcare costs by up to 26% (Harvard meta-study).
Preventive care and early intervention lower emergency visits and claims saving employers thousands per employee, per year.
According to Gallup’s 2024 report, employee health and well-being is now the #1 concern among HR leaders and managers.

The message is clear: your workforce wants more than steps—they want support.

🛠️ Let’s Build Something Better

If your current wellness program is collecting dust or underperforming, you don’t need to scrap it. You need to restructure it with clinical input, strategic data, and sustainable delivery. That’s where I come in.

📩 Next Step: Reimagine Wellness for Your Team

I offer a complimentary Health & Productivity Audit to help you assess:

What’s working (and what’s not)
Where your wellness dollars are going
How to build a smarter, more sustainable program that delivers ROI

This isn’t about adding more. It’s about doing what actually works. Let’s talk. Click here to request your audit or message me directly.

About the Author

Dr. April J. Odom is a Doctoral-Prepared Board-Certified Nurse Practitioner, wellness strategist, and founder of Physicals Plus, Inc. She helps organizations reduce healthcare costs, improve morale, and retain talent through embedded, clinician-led wellness solutions that reduce burnout, improve retention, and support healthier, more productive teams.