Transforming Employee Wellbeing Programs to Meet Workforce Needs

The issue isn’t just program design—it’s a systemic misalignment between organizational priorities and employees’ lived experiences. And it’s all adding more chronic condition risk to your organization. 

The reality for employees: Struggling to survive 

The latest workplace wellbeing report from Gallup delivers a sobering statistic: 45% of U.S. employees are struggling. When employees are stuck in “survival mode,” their energy is consumed by managing immediate crises—financial instability, health challenges, and lack of connection—leaving little bandwidth for growth or engagement. These struggles, often unseen, directly affect workplace engagement, productivity, and overall morale. 

Insight for HR professionals: Addressing these issues requires moving beyond surface-level solutions to implement wellbeing strategies that acknowledge the interconnectedness of employee needs. 

The challenges with current employee wellbeing strategies 

Employee wellbeing programs have traditionally focused on physical health, recognizing its foundational role in overall wellbeing. More recently, many employers have adopted a “one-size-fits-all” approach, bundling health, wellbeing, and benefits into a single app to improve accessibility and visibility as part of the employee experience. 

However, despite these efforts, significant gaps remain in meeting employees' most critical, basic needs – financial, physical, and mental health. As such, aspirations of finding purpose at work or intentionally impacting organizational success just aren’t on the table – and therefore, benefits such as skill building or career development simply aren’t relevant. Similarly, for clinically focused programs, even the most comprehensive benefits will go unused when they are beyond reach for those most at risk. 

Consider this. Financial wellbeing is a top challenge faced by U.S. employees, yet employers often fail to address it effectively. 

According to WTW, 66% of employees want their organization to prioritize financial wellbeing in the next three years, but only 23% of employers plan to do so. Conversely, while 73% of employers focus on emotional wellbeing, only 37% of employees see it as a priority. 

This disconnect highlights a critical issue with traditional wellbeing programs—they are often designed around organizational priorities rather than employee realities. They’ve lost sight of the human element.  

For many wellbeing programs, employees are recipients of the program, not active participants in shaping as they engage. This lack of agency, relevance, and integration is why wellbeing approaches fail, resources go wasted, and organizational progress stalls.  

To break free from this cycle, HR leaders need to shift to people-first wellbeing, a proactive strategy that personalizes support to address employees' most pressing needs. Done well, employee wellbeing becomes a reflection of your organization’s culture of care, where employees feel stable, supported, and valued. 

Redefining wellbeing: A people-first framework 

How do you shift from transactional to transformational? Enter people-first wellbeing, a model that integrates data-driven insights, behavior change readiness, and cultural alignment to create personalized, flexible solutions built with empathy and choice. 

Key tenets of people-first wellbeing: 

How people-first wellbeing works in action 

Take Alex, a high performer at your organization. She’s known for her dedication and positivity, but behind the scenes, she struggles with financial and physical wellbeing. 

A traditional program might overlook Alex’s needs or provide generic resources that don’t resonate. In contrast, a people-first wellbeing program identifies her readiness to focus on financial health and provides personalized tools and support. Alex learns to read her bank statements, set financial boundaries, and open a savings account. With access to a financial coach, she feels empowered to make sustainable changes, reducing stress and improving her overall health. 

This ripple effect extends beyond Alex: She starts eating healthier, exercising more, and contributing more to her 401(k). With newfound stability, she even takes steps toward career advancement. 

The business case for people-first wellbeing  

For HR and benefits leaders, a people-first wellbeing program delivers measurable outcomes, including reduced costs and improved organizational health.  

Key differentiators include:  

1. Real-time insights: Programs adapt based on individual needs and readiness, ensuring resources are used effectively and engagement improves.  

2. Behavior-driven results: By addressing root causes and creating interconnected improvements, organizations see lasting health outcomes. 

3. Cultural alignment: Programs rooted in core values reinforce an authentic culture of care, strengthening trust and engagement.  

4. Strategic support: Dedicated account teams provide ongoing insights and best practices to maximize program impact.  

The bold promise of people-first wellbeing: Future-proof 

Even your highest-performing employees can slip into survival mode without the right support. The modern workplace demands a wellbeing strategy that meets employees’ diverse needs while showing that the organization genuinely cares. With people-first wellbeing, organizations gain a program that aligns with their values, integrates their resources, and personalizes the experience for every individual. By focusing on meaningful behavior change, companies can break free from transactional programs and create a workplace where employees feel seen, supported, and empowered.