A large part of this frustration hinges on the fact that it’s not always clear how to achieve real health engagement or to determine the degree to which it must occur in order to truly be successful. Whether you have succeeded in engaging your employees in their health and well-being is entirely contingent upon how your organization views success.

A large part of this frustration hinges on the fact that it’s not always clear how to achieve real health engagement or to determine the degree to which it must occur in order to truly be successful. Whether you have succeeded in engaging your employees in their health and well-being is entirely contingent upon how your organization views success.

Successful health engagement may be defined by the number of employees who participate in program offerings, complete specific milestones, use preventive health services or simply adhere to healthy lifestyles, such as not smoking, physical activity and nutritious eating. Other considerations may include the degree to which an individual employee participates in a call-to-action and/or the ensuing results from that engagement interaction. Each vendor views engagement differently as well, further complicating matters – especially when trying to align perspectives. Whatever the case may be, one thing is clear: There hasn’t been a clear standard definition of health engagement or a way to measure it across programs, benefits or services…until now.