The debate rages on, is the large investment in wellness programs made by many employers worth the price? Proponents say, sure. There is an ROI. After all, wellness is a good thing; apple pie, motherhood and all that. Ok, wellness is a good thing, but for any given employer the return on its investment is still very questionable in my view.
The positive impact of a healthy lifestyle is measured in years, many years. Participation in true wellness programs that change lifestyles is relatively low. Most employees do not stay with the employer paying for the wellness program for a period of time sufficient for the employer to benefit. Sixty percent or so of health care costs are incurred by dependents, not employees.
By all means offer a wellness program to your employees (and participate in one as an employee for your own wellbeing), just don’t look for a quantifiable return on investment.
QUINNSCOMMENTARY 
Dick, no need to demonstrate a ROI to justify the investment. The other alternative is to redirect a portion of the future spend on acute care services … so, whether or not wellness produces a savings in the short term or the long term, is less of a concern. You effectively shift the spend … towards actions that may or may not reduce future spend, but are intended and are likely to help improve workers (and their families) standard of living.
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That hardly sounds like a business decision approach.
Dick
Richard D Quinn Editor Quinnscommentary.com
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