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.
At IncentFit, we’ve seen the difference the right program makes. Across 360+ organizations, our wellness programs average 60% monthly participation (compared to <30% industry norms), with over $92M in incentives distributed. Engagement comes from building programs that employees actually use and avoiding the pitfalls that derail so many wellness initiatives. 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
- Frequently Asked Questions: Choosing a Wellness Vendor
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.
Best practice: Ask for a free trial that mirrors real usage, not just a demo account. Decision makers should be able to test logging activities, redeeming rewards, and navigating the app before you commit.
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. Locking in too soon is risky.
Best practice: Look for a vendor that earns your loyalty through results, not contracts.
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 rewards be automated to reduce manual workload (direct deposits, premium offsets, reimbursements)?
- 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. Look for vendors that go beyond an app to actively drive participation with:
- Gamified wellness challenges
- Push notifications, reminder emails, and in-app messages
- Built-in promotional tools (flyers, templates, campaign materials)
The proof: IncentFit clients consistently see 60% participation and 35-40% financial utilization when programs are personalized and supported by proactive communication.
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.:
- Customized reports for leadership
- Real-time tracking of employee engagement
- Clear ROI metrics tied to participation and health outcomes
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. Look for:
- Multiple activity options (steps, mindfulness, preventive care, therapy, hydration, nutrition)
- Modular design (start with challenges, expand to reimbursements or screenings later)
- Gamification that allows team-based, individual, or tiered challenges
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. Over $92M in incentives have been distributed through our platform.
Technology-Driven Solutions
More than just another health and wellness company, IncentFit is a technology company.
- Seamless HR/payroll integrations
- Automated tracking and verification
- Mobile-friendly with device/app integrations (Apple Health, Fitbit, Google Fit, Garmin, etc.)
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 |
| Gamification | Simple leaderboard | Team challenges, tiers, streaks, flexible goals |
| Employee Support | Email only | Full support (admins and employees) |
| Contracts | Long-term required | Risk-free free trial, results-based renewals |
| Engagement Rates | Often <30% | 60% monthly participation |
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.
FAQs: Choosing a Wellness Vendor
Q: How can HR avoid wasting money on wellness vendors?
A: Always ask for a free trial that reflects real employee usage. Vendors that won’t let you test engagement are a red flag.
Q: What’s the most important feature to look for?
A: Flexibility. The best platforms support multiple activity types, incentive structures, and tracking methods.
Q: Are there platforms that combine behavioral science with wellness incentives?
A: Yes, IncentFit integrates behavioral science principles like immediacy, choice, and meaningful rewards. That’s why our programs drive 60% participation, far above industry norms.
Q: How do I know employees will actually use the program?
A: Look for vendors with proven engagement data. IncentFit programs consistently deliver 60% participation and 35-40% incentive utilization, compared to industry averages below 30%.
