Building a Healthier Workplace: How a Wellness Program Boosts Employee Wellness and Productivity

*Updated October 14th, 2025

It’s no secret that large corporations have been cutting costs by encouraging employees to use on-site, in-house wellness programs, some replete with healthy dining facilities and gymnasiums. However, a wellness program isn’t just for big companies any more. In fact, two Illinois-based medium-sized businesses, Mechanical Devices, Co. (Bloomington) and the Town of Normal have implemented workplace wellness initiatives of their own, and are finding that their teams are happier – and healthier – as a result. The result is a clearer link between employee wellness, productivity, and a supportive workplace culture.

Why an Employee Wellness Program Matters

Linda Fillingham, co-owner and office manager of the 250-employee Mechanical Devices, Co., thought screenings would be a good way to dispense health and wellness information to her staffers, and also motivate improvements where they were needed. In 2005, she contacted OSF St. Joseph Medical Center’s Center for Healthy Lifestyles, and the screenings were subsequently held in the employee lunchroom, at her company’s expense—an early step toward a more comprehensive workplace wellness program.

Of the program, Linda said, smiling, “It was voluntary but I had to twist some arms. We had close to 80 percent employee participation.” She added, “It’s totally private. I don’t see individual numbers, just overall numbers.” But she is aware that some people had results that were not what they expected. “It forces people to think about their body. And without a healthy body, you don’t perform as well on the job and don’t perform as well anywhere in life.” That’s the core promise of any effective wellness program in the workplace: better employee health supports higher productivity.

Real Outcomes from Workplace Wellness Programs

One such employee was Richard Hetherington of Bloomington, who told the Insurance Journal, “I hadn’t been to a doctor in a long time because I felt fine,” he said. But after his screening results showed he had high blood pressure and cholesterol and was on the verge of being diabetic, he made changes like beginning a blood pressure medicine regimen, eating less, and reducing carbohydrates and sodium. Within weeks, he had lost 30 pounds and was able to manage his blood pressure without medicine, reduce his cholesterol and keep his pre-diabetes under control—proof that wellness programs help employees make measurable changes.

Today, Hetherington, who is now 65 years old, continues to control his weight and blood pressure by watching what he eats, riding his bike when the weather allows, and lifting weights when he gets home from work. Of his current health, he said, “I just feel better.” Stories like this highlight how health and wellness programs can help employees sustain healthier habits over time.

Workplace Wellness in Action: Screenings and Cessation Programs

In addition to annual health screenings, Mechanical Devices also offered smoking cessation programs as part of the company’s preparation to go smoke-free two years ago. “I got 10 to 15 (employees) to stop smoking and everyone else (other smokers) reduced smoking,” Fillingham said—an example of targeted wellness activities within a broader wellness program.

Quality control employee Jackie Felts joined the eight-week anti-smoking program in January 2007, and, after a plan that included weekly meetings, counseling, advice, and a nicotine patch, finally quit on February 13, 2007.

46-year-old Bloomington resident Felts said, “I feel 100 percent better. I have more energy, I can breathe better, I can do more stuff, I don’t get out of breath. But without the program being offered here, I probably wouldn’t have done it.” These employee wellness program examples show how wellness initiatives can help employees adopt healthier habits and reduce health risk.

Fillingham added that while the wellness program does cost the employer money, she believes that when there are fewer employees having heart attacks and other expensive medical problems there will be savings. “Employees who feel good about themselves do well for you,” she said. “They are your most valuable asset.” This aligns with research on the benefits of wellness programs—from reduced claims to improved employee satisfaction and employee morale.

A Town’s Comprehensive Workplace Wellness Program

Similarly, the Town of Normal also began offering occasional health and wellness programs for employees several years ago, but according to Geoff Fruin, assistant to the city manager, “…it was a hands-off approach. We presented opportunities to employees but they weren’t changing the workplace culture and keeping the wellness perspective in front of employees. The employees were wanting more,” he recalled. “And from the town perspective, we want to employ a happy, healthy, productive work force.” In other words, corporate wellness programs (public sector included) work best when they are integrated into a consistent wellness strategy.

Town officials went to Advocate BroMenn (then known as BroMenn Healthcare) and agreed to a pilot program whereby, beginning in September, 2006, Marcy Kaufman of BroMenn would be the town’s on-site wellness specialist 20 hours a week—bringing wellness activities and coaching directly into the workplace.

Kaufman now offers health screenings at several town locations, including City Hall, the fire stations, parks and recreation and public works. In addition, exercise classes, fitness equipment orientations, lunch-and-learn presentations on topics like improving nutrition and back-safety are also offered, and employees can sign up to receive emailed newsletters with health tips—diverse wellness offerings that encourage employees to participate.

Kaufman is also in charge of fitness incentive programs, such as last summer’s “Get Fit on 66” wellness challenge in which employees participating in various wellness activities earned rewards like water bottles, gift cards, t-shirts, and pedometers. Incentives can boost employee engagement and sustain wellness program participation among employees.

Fruin shared that 213 of the 370 full-time town employees participated in at least one wellness program last year, and that the participation rate continues to increase. An annual survey of employees includes testimonials about weight loss, blood pressure being under control, and cholesterol being reduced, as well as overall healthier eating and exercise habits—clear health outcomes from consistent workplace wellness programs.

“That is rewarding. We are seeing the beginnings of a culture change here,” Fruin said—evidence that well-being programs can transform the workplace environment when leadership shows a strong commitment to employee health.

The ROI of an Employee Wellness Program

In fact, the Town of Normal may already be experiencing a financial benefit.

In 2006, the average increase in health insurance claims for the town was 14.2 percent, against a national average of only 7.9 percent. In 2008 – the most recent year for which data is available – the town’s increase was only 1.3 percent, while the national average was 8.9 percent.

“We think the wellness program played a significant role in helping us reduce the claims’ increase,” Fruin said. “For every dollar we invested in wellness in the first two years of the program, we realized a $4.50 benefit due to a reduction in claims.” This underscores the value of wellness for both employers and employees—workplace wellness can improve employee health, boost employee performance, and reduce costs over time.

What Wellness Programs Include (Quick Reference)

A well-rounded employee wellness program can include:

• Health risk assessment and annual screenings to help employees stay ahead of issues

• Stress management workshops and employee assistance programs to support mental health

• Tobacco cessation programs and smoking cessation programs to reduce risks

• Financial wellness education to lower money stress and enhance focus

• Fitness classes, wellness center access, and physical wellness coaching

• Nutrition education and work-life balance resources that help employees sustain habits

When employers prioritize employee health with a comprehensive workplace wellness program, they empower employees to make informed choices, helping employees stay engaged and employees stay healthy—hallmarks of an effective wellness strategy.

Takeaway

Whether you’re a municipality or a manufacturer, a thoughtful wellness program embedded in the workplace can strengthen employee health and wellness, elevate productivity, and reduce costs. As these examples show, consistent workplace wellness programs—with clear goals, strong leadership, and supportive wellness initiatives—create a healthier culture where employees feel valued and thrive.