writing argument

Research about the outcomes of wellness programs (e.g., financial gains, health benefits) in workplaces has produced varying outcomes (Goetzel, Henke, Tabrizi, Pelletier, Loeppke, Ballarad et al., 2014). In their review of 30 years of studies on wellness programs, however, Goetzel et al. (2014) found that well-designed and executed programs produced positive health benefits and financial gains. For example, one study (LeCheminant & Merrill, 2012) found that healthy behaviors (e.g., frequency and volume of exercises, consumption of vegetables and fruit, increased requests for health coaching) improved and continued over time for those participating in wellness programs. Ott-Holand, Shepard, and Ryan (2017) found wellness programs were associated with higher performance and lower turnover behavior, suggesting healthier employees. Chapman’s (2012; see Goetzel et al., 2014) meta-analysis found 25% lower medical and absenteeism expenditures for wellness program participants versus non-participants. Thus, multifaceted, well-designed wellness programs are likely to increase the health of employees and have resulting positive outcomes.