The vast majority of corporate wellness offerings have always been pretty standard. Maybe, as you moved up the corporate ladder, you’d get a few more perks, but otherwise things were pretty much the same across the board.

For the most part, that was fine. But as companies are learning, different people have different needs. And if you want to keep your best talent, you must cater to those individual needs.

“We’re all different, not just in our health needs, but also in terms of our willingness to engage,” Cathy Kenworthy, president and CEO of Interactive Health told Corporate Wellness Magazine.

Small wonder then that corporate wellness programmes are becoming increasingly personalised.

Catering to individual needs however, isn’t the only reason personalisation will play a big part in the future of corporate wellness.

Here are a few more.

It’s more likely to be a success

Implemented properly, a wellness programme can result in healthier, more productive employees taking fewer sick days. But if a company just implements a standard wellness programme, treating it like a band aid, it’s more likely to fail than succeed.

As the Young Entrepreneur Council notes, “engagement, motivation, support and strategy are the keys to a successful programme”.

When employees feel like they can take part in the activities that interest them most and use the benefits they most need, they’re more likely to participate in the programme.

Personalisation doesn’t affect measurement

Thanks to a raft of new technologies, it’s become
easier than ever to measure and incentivise employee wellness.

Borrowing models from the insurance space, companies can reward employees for reaching certain goals based on their personal levels of health and fitness.

The technology, in the shape of coveted wearable devices, can even be an incentive to take part in the wellness programme.

It makes the rewards more enticing

Speaking of rewards, the incentives in most wellness programmes tend to come from a handful of providers.
Technology again means that this need no longer be the case. Bake a platform like Flabuless into your programme and you open up a much a wider array of rewards to your employees.

Even better, those rewards can be tied to the wellness programme too. In the case of Flabuless, they come from a variety of food, health, and fitness partners. That means rewards are kept within the loop of a healthy lifestyle.

It makes coaching easier

Many big corporates employee coaches — including dieticians, physicians, fitness experts, and psychologists – for their employees.

Those coaches can do their jobs a lot more successfully when the people they’re working with are trying to achieve individualised goals within the wider company framework.

Personalisation isn’t just about people

As important as it is to ensure employees can personalise their individual wellness programmes, companies also need to know that the overall programme is tailored to its own needs.

That in turn means understanding what the business objective of the programme is.

And to create that level of understanding, companies must thoroughly investigate their own health and wellness numbers.

Remember, wellness programmes aren’t just about getting people moving, or eating better, they’re a total package that can be used to target specific areas of interest within the organisation.

If fitness is already entrenched into your company culture, do you really need to reward it? Or are your energies better spent elsewhere? Should you instead, concentrate on disease prevention?

Companies who can answer those kinds of questions effectively are much more likely to have effective wellness solutions.

It’s how we live our lives

Put aside all the business sensibilities though and there’s still one overwhelming reason the wellness programme of the future will be personalised: it’s how we live our lives.

When everything, from the shows you watch, to the books you read and the groceries you buy is personalised, why shouldn’t your wellness programme be too?