This question was posed by a member of our Workplace Wellness Management Group over on LinkedIn. It’s a good question.
As you know, workplace wellness managers are always concerned about employee participation in programs. So it begs the question – how do you measure employee engagement in workplace wellness programs? So we posted the question on the Wellness Managers’ Discussion Group on Yahoo.
The answers were rich in information and helpfulness:
“I think it is important to first define terms. Are employee engagement and participation being used interchangeably because they can also mean different things,” said a long-time member of the group who has multiple wellness-related certifications.
“Measuring participation is fairly straight forward – the number and percentage of employees who register, attend and complete a multi-session program, as an example, can all be tracked and measured,” he wrote.
“I think measuring engagement is trickier,” he continued. “While there are tools out there to measure employee engagement, I am not sure they specifically address wellness program engagement. As I think about wellness engagement, I am thinking that pre- and post- knowledge testing might be used as a measure of learning engagement, while pre and post changes to individual behaviors might be a measure of engagement from the behavior change perspective. I am sure there are others the list can come up with as well.” Continue reading