Hear from the CHRO of Cube Highways

Imagine planning a grand feast, carefully curated to delight your guests—yet only a few show up. Now, picture this as an HR leader: after months spent crafting a wellness program with health check-ups, interactive sessions, and awareness, participation is low, and interest is fading.

It doesn’t have to be this way.

Low Participation

The Integrated Benefits Institute (IBI) reveals low participation rates across various wellness programs: With 63% of employers reporting minimal involvement in weight loss initiatives, 50% in nutrition programs, and 56% in mental health offerings.

Common Barriers

The main obstacles to engagement include time constraints (60.9%), limited interest (36.9%), and lack of awareness or access (34.2%). These factors show how common hurdles prevent employees from taking part.

Lack of Appeal

The data highlights a clear opportunity for employers to enhance the appeal and accessibility of wellness programs. Addressing these barriers can help boost participation and maximize the impact of wellness initiatives.

Infosys has successfully enhanced participation in wellness programs by offering innovative tools and initiatives that focus on employee engagement, happiness, and inclusion.

HALE Portal: A dedicated platform for employees to explore well-being campaigns, with a 56% increase in site visits over the past year.

Happiness Meter: A self-evaluation tool that helps employees track and improve their happiness, with over 7,100 users to date.

Return-to-work post-maternity program supported 99% of women in rejoining the workforce, with 68% continuing their careers 12 months after their return.

These efforts reflect Infosys' commitment to fostering employee well-being and promoting inclusive workplace practices.

Godrej Consumer Products Limited takes a strategic approach to employee wellness with personalized health plans, fitness sessions, and mental wellness initiatives, focusing on attracting, developing, and retaining top talent.

Wellness through Learning
At GCPL, upskilling in functional and behavioral capabilities is a key element of our wellness initiatives. Nearly 60% of employees benefit from this program, with a consistent 5-10% growth in learners each quarter.

Occupational Health and Safety
With a strong focus on safety awareness, GCPL conducted over 21,704 safety training programs across plants, reaching more than 83,000 employees and contract workers.

Employee Resource Group
GCPL’s Manch is India’s first women-only peer-to-peer networking and senior leadership support group. Building trusted connections, sharing ideas, and creating solutions for challenges unique to women in sales.

1) Use polls to let employees choose.

2) Leadership involvement bolsters commitment.

3) Regular communication fosters active employee engagement.

4) Team-based challenges encourage camaraderie.

5) Rewards for participation increase involvement.

6) Flexible scheduling enhances convenience.

7) Success stories inspire and motivate.

8) Family wellness initiatives build support and trust.

The Expert Exchange

Rahul Shankar

(CHRO – Cube Highways).

Q: As a Human Resource leader, what defines a well-executed wellness program?

A: A well-executed wellness program integrates health into the company culture, offering personalized, engaging activities that promote overall well-being. It’s about making wellness a seamless part of employees' daily lives.

Q: What is the impact of a wellness program on an individual’s mindset?

A: Wellness programs encourage employees to take ownership of their health, shifting their mindset from reactive to proactive. This leads to lasting changes like healthier habits and improved work-life balance.