Selecting the right wellness vendors is a crucial decision that directly impacts employee engagement, well-being, and company culture. With so many health and wellness companies offering various solutions, HR leaders face the challenge of finding a wellness platform that delivers real engagement, measurable ROI, and seamless integration with existing benefits.
However many companies with corporate wellness programs fall into common traps – focusing too much on cost, failing to choose a health and wellness company that aligns with employees’ needs, and most importantly, getting locked into long-term contracts without ever testing the platform. These mistakes when choosing a wellness vendor lead to low engagement, wasted investment, and ineffective outcomes.
That’s why IncentFit offers customized free trials – designed around your workforce, your goals, and your program scope, so you can see exactly how it works before committing.
So, what should HR leaders look for in a wellness program? This HR wellness guide provides a step-by-step roadmap to selecting a health and wellness company that drives participation, enhances employee health, and supports long-term organizational goals.
This guide will cover:
- Common Mistakes When Choosing a Wellness Vendor
- What to Look for in a Wellness Program to Ensure Success
- How IncentFit Provides a Superior Solution for Companies with Corporate Wellness Programs
- How IncentFit Outperforms Generic Health and Wellness Companies
- Your Next Steps
Common Mistakes When Choosing a Wellness Vendor
HR leaders often make avoidable mistakes when selecting health and wellness companies, which can derail program success before it even begins. Below are the top five pitfalls and how to avoid them when evaluating a wellness vendor.
- Not Properly Testing the Vendor
- Focusing Only on Cost Instead of Value
- Signing Long-Term Contracts without Proven Engagement
- Ignoring Employee Needs and Preferences
- Choosing a One-Size-Fits-All Approach
1. Not Properly Testing the Vendor
Most vendors avoid offering free trials because their platform is too complex or clunky for a simple onboarding experience. Without a trial, you’re making a six-figure decision based on a sales demo, not real-world usage.
At IncentFit, we provide customized free trials that reflect your workforce, program design, and incentive structure, so you can see exactly how your employees engage before signing anything.
2. Focusing Only on Cost Instead of Value
While cost is an important factor, opting for the cheapest wellness vendors can lead to low engagement, limited customization, and insufficient reporting. In fact, 72% of employers reported lower healthcare costs after implementing a thoughtfully designed program. Investing in a high-quality solution from the start ensures long-term ROI by improving employee health and reducing absenteeism.
3. Signing Long-Term Contracts without Proven Engagement
Some vendors rely on restrictive multi-year contracts to retain clients, even if engagement drops. A better approach? Partner with a vendor that earns your loyalty through results, not legal fine print.
4. Ignoring Employee Needs and Preferences
A one-size-fits-all approach fails. Studies show that 70% of employees don’t feel their company genuinely cares about their well-being. HR leaders should survey employees to ensure the wellness platform offers relevant incentives, wellness challenges, and personalized benefits.
5. Choosing a One-Size-Fits-All Approach
Every company has unique workforce needs, yet many health and wellness companies offer rigid, one-size-fits-all solutions. Customizable wellness programs lead to significantly higher engagement, as they can be tailored to company culture, workforce demographics, and specific health goals.
What to Look for in a Wellness Program
HR leaders evaluating wellness vendors should focus on four critical factors to ensure long-term success and measurable impact. A well-designed wellness program should integrate seamlessly with company benefits, drive employee engagement, leverage data for decision-making, and scale with business needs.
- Seamless integration with existing benefits
- Proven employee engagement strategies
- Data-drive decision making
- Flexibility and scalability
- Inclusivity
1. Seamless Integration with Existing Benefits
A top-tier wellness platform should effortlessly integrate with existing HR systems, payroll, and health and wellness benefits, streamlining reimbursements, engagement tracking, and incentives without adding administrative burden.
HR leaders should ask:
- Does the vendor sync with payroll and benefits platforms?
- Can incentives be automated to reduce manual workload?
- Is reporting streamlined for compliance and ROI measurement?
2. Proven Employee Engagement Strategies
A wellness program is only effective if employees participate. Features like gamification, wellness team-building activities, and company wellness challenges significantly increase engagement rates. Companies using incentive-driven wellness programs see greater participation.
3. Data-Driven Decision Making
HR leaders need real-time insights into employee participation, health outcomes, and program ROI. Health and wellness companies should offer detailed analytics that allow companies to adjust and optimize wellness initiatives over time.
HR should consider:
- Does the platform provide customized reports?
- Can HR leaders track engagement in real-time?
- Are health improvements and cost savings measurable?
4. Flexibility and Scalability
The right health and wellness vendors should offer scalable solutions that grow with company needs. Whether expanding wellness challenges to boost morale or adding incentives, the platform should remain adaptable.
5. Inclusivity
Programs that are inclusive and accessible by design foster higher engagement and stronger outcomes. Beyond being culturally responsive, an inclusive wellness challenge should offer multiple formats, such as low-impact workouts, mindfulness sessions, and adaptable goals to ensure every employee can participate meaningfully, regardless of age, ability, or background. For more ideas on building inclusive fitness initiatives, check out our blog: How to Make Your Corporate Fitness Challenge More Inclusive.
How IncentFit Provides a Superior Solution for Companies with Corporate Wellness Programs
Many health and wellness companies offer generic programs that fail to engage employees. IncentFit is different. We combine meaningful incentives, cutting-edge technology, and behavioral science to create a wellness platform that delivers 2.5X greater participation than traditional health and wellness companies, driving real action, not just app interactions.
- Free Trials Designed for You
- Incentives that Work
- Technology-Driven Solutions
- Real Participation, Not Just Sign-Ups
- Risk-Free Trial for Leadership and Decision Makers
Free Trials Designed for You
Most vendors won’t let you test-drive their platform. We not only offer free trials, we design each trial around your organization’s specific goals, employee demographics, and program preferences. That means you’ll see how engagement, incentives, and platform integrations work for your team in real time, before you commit.
Incentives That Work
Corporate wellness programs only succeed with high engagement. IncentFit puts rewards front-and-center, using meaningful incentives, cash, premium offsets, reimbursements, and point-based rewards, to drive participation and inspire real behavior change.
Technology-Driven Solutions
More than just another health and wellness company, IncentFit is a technology company. Our platform automates program management, seamlessly integrates with payroll and benefits systems, and reduces HR’s administrative workload while improving the employee experience.
Real Participation, Not Just Sign-Ups
Most companies with corporate wellness programs struggle with low engagement. IncentFit’s behavioral-science-driven approach ensures consistent participation rates of 60% per month, one of the highest in the industry. Employees aren’t just interacting with an app; they’re actively making healthier choices.
Risk-Free Trial for Leadership and Decision Makers
Unlike many wellness vendors, IncentFit offers a free trial so you can test engagement, features, and ease-of-use before committing. This ensures you’re confident in the program’s fit for your workforce, with zero upfront risk.
How IncentFit Outperforms Generic Wellness Vendors:
| Feature | Generic Wellness Vendors | IncentFit |
| Customizations | Limited | Full customizable to company culture |
| Incentive Structure | Basic cash or gift cards | Multi-layered: reimbursements, points, premium offsets |
| Data Security | Varies | HIPPA-compliant, secure encryption |
| Engagement Tracking | Minimal | Real-time activity verification and reporting |
| Integrating with HR Systems | Often limited | Seamless integration with payroll and benefits platforms |
| ROI and Reporting | Basic usages stats | Detailed ROI tracking and analytics |
Your Next Steps: Build a Successful Wellness Program Today
Selecting the right health and wellness vendors is critical for HR leaders looking to create an engaging, cost-effective, and results-driven wellness program. Avoiding mistakes when choosing a wellness vendor and focusing on what to look for in a wellness program ensures long-term success.
HR teams using IncentFit have seen:
- Higher participation rates through customizable incentives
- Stronger employee engagement with interactive wellness challenges
- Improved company culture by fostering a culture of wellness
- Proven ROI with higher participation rates, reduced absenteeism, and improved overall health outcomes.
- Greater flexibility and scalability through customizable challenges, incentives, and wellness activities to fit evolving needs.
- Less administrative work by saving time with seamless integration and real-time tracking.
Ready to launch a high-impact wellness program? Schedule a demo to see how IncentFit can transform your workplace today.
