"Will My Employees Actually Use It?" — The Truth About Wellness Engagement

If I had to guess the question I'll hear most often from Rochester business owners considering corporate wellness, it's this:

"Kyle, this all sounds great. But how do I know my employees will actually use it?" It's a fair question. Actually, it's the question.

Because according to most studies, the average corporate wellness program sees 20-30% employee participation. And that's being generous—many programs see single-digit engagement after the initial launch excitement wears off.

So when you're considering investing tens of thousands of dollars annually in employee wellness, "will they actually use it?" isn't just reasonable to ask. It's the only thing that matters.

Here's what I've learned from years of coaching people who stick with training programs versus people who quit after two weeks:

Employee engagement in wellness programs isn't mysterious. It's not about having the "right culture" or hiring people who are naturally motivated. It's about understanding human behavior and designing programs that work with how people actually operate, not how we wish they would.

Let me break down the five factors that determine whether employees actually use your wellness program—and what you can do to stack the deck in your favor.

Factor #1: The Barrier to Entry Is Too High

When I started Legends Gym, I made a conscious decision: no intimidation factor.

That meant: clear signage showing where everything is. Simple programs anyone can follow. Welcoming environment where beginners feel just as comfortable as experienced lifters. And me, personally available to answer questions without judgment.

Because here's what I've learned coaching hundreds of people: most people who don't start fitness programs aren't lazy or unmotivated. They're intimidated.

They don't know where to start. They're embarrassed about their current fitness level. They're worried about looking stupid or doing exercises wrong. They've had bad experiences before.

So when a wellness program requires them to download an app, create an account, complete a health assessment, choose from 47 different options, and figure it all out on their own? They're not going to do it. Not because they don't care about their health, but because the barrier to entry is too damn high.

Research from the National Business Group on Health found that program complexity is the number one barrier to employee participation—cited more often than cost, time, or lack of interest.

What actually works: Make the first step ridiculously easy. Not "sort of easy." Ridiculously easy.

That's why Catalyst Wellness partnerships start with: "Here's gym access. Here's three programs to choose from based on your experience level. Here's a group class you can attend if you want. Here's my phone number if you have questions."

That's it. No complex onboarding. No overwhelming options. Just immediate, simple value.

At Legends, when we remove barriers to getting started, we see 70%+ of new members still actively training after 90 days. Industry average? About 18%. The difference isn't that our members are more motivated—it's that we made it easier to succeed.

Factor #2: There's No Human Connection or Accountability

I can tell you with absolute certainty: the clients who stick with their training long-term aren't the ones with the most willpower. They're the ones who've built real relationships with me and the Legends community.

They show up because they know I'll notice if they don't. They push harder because they don't want to disappoint themselves or me. They stay consistent because they've become part of something bigger than a solo workout routine.

This is why automated wellness apps with no human component see such terrible engagement. A study in the Journal of Medical Internet Research found that digital health interventions with human coaching support had 3x higher engagement and 2.5x better outcomes than automated-only programs.

Algorithms can't replace genuine human accountability.

Your employees don't need another app sending them generic motivation. They need a real person who knows their name, remembers their goals, and actually cares whether they succeed.

What actually works: Build real coaching relationships into your wellness program.

That means: regular live Q&A sessions where employees can ask questions. In-person training opportunities where they meet the coach face-to-face. Quarterly check-ins that show you're tracking progress and celebrating wins.

This is exactly why Catalyst Wellness programs include monthly Zoom sessions where employees can ask me anything, quarterly training at Legends where we work together in person, and ongoing communication that's personal, not automated.

Factor #3: The Program Doesn't Fit Real Life

You know what doesn't work for a second-shift manufacturing worker? A 7am group fitness class.

You know what doesn't work for a working parent with three kids? A program that requires an hour at the gym every day.

You know what doesn't work for someone with chronic knee pain? A program designed for perfectly healthy 25-year-olds.

Most corporate wellness programs fail because they're designed for a theoretical "average employee" who doesn't actually exist. Real employees have shift schedules, family obligations, physical limitations, and varying levels of fitness experience.

According to research from the American College of Sports Medicine, lack of flexibility and inability to customize programs are among the top reasons employees cite for not participating in workplace wellness.

What actually works: Flexibility and customization.

That means: app-based programming employees can do anytime, anywhere. Multiple program levels from beginner to advanced. Options for people with injuries or limitations. Scheduling that accommodates different shifts and responsibilities.

At Legends and through The Crew coaching, I work with everyone from complete beginners to elite powerlifters. The programming is fundamentally different for each because their needs, limitations, and goals are different.

The same principle applies to corporate wellness. Your 22-year-old warehouse worker and your 58-year-old office manager shouldn't be doing the exact same program. Effective wellness recognizes that and adjusts accordingly.

Factor #4: Employees Don't See Personal Value (Only Company Value)

Here's a mistake I see constantly: companies market wellness programs as "we're investing in you!" while employees hear "my employer wants to reduce their healthcare costs."

Both can be true. But if employees think the wellness program is primarily for the company's benefit and not theirs, engagement tanks.

People don't work out to save their employer money on healthcare. They work out because they want to feel better, look better, have more energy, keep up with their kids, or not be in pain every day.

What actually works: Market the personal benefits, not the business ones.

When I'm coaching someone, I don't talk about how their strength gains will reduce injury risk and save their employer on workers' comp costs (even though that's true). I talk about how they'll feel more confident, have more energy, sleep better, and feel proud of what their body can do.

The business benefits still happen—they're just not the primary motivation for the individual.

The same applies to corporate wellness. Employees engage because they see personal value, not corporate value. Lead with the benefits they actually care about.

Factor #5: There's No Social Proof or Momentum

Humans are social creatures. We look around to see what other people are doing before we decide what we're going to do.

If employees see their coworkers using the wellness program and getting results, they're dramatically more likely to participate. If they see nobody using it, they assume it's not valuable and ignore it.

Research from the Harvard Business Review found that workplace wellness programs with strong social components and visible participation see 2-3x higher engagement than programs positioned as individual benefits.

This is why wellness programs often fail in the first 30 days—there's no momentum yet. No visible success stories. No social proof that it's worth the effort.

What actually works: Create visible momentum early.

That means: celebrate early wins publicly. Share success stories (with permission) in company communications. Create friendly competition through challenges. Make wellness participation visible and socially acceptable.

At Legends, we celebrate member progress on our social media and in the gym. Not to brag, but because it creates social proof that transformation is possible here. New members see that and think "if they can do it, maybe I can too."

The same principle applies to corporate wellness. Make participation and progress visible, and you create a self-reinforcing cycle of engagement.

The Bottom Line on Employee Engagement

Here's what I tell every Rochester business owner who asks me "will my employees actually use it?":

If we design the program right—make it easy to start, provide real human support, fit it into their actual lives, emphasize personal value, and build early momentum—then engagement won't be a problem.

The research backs this up. According to data from thousands of workplace wellness programs: simple, flexible, coach-supported programs with strong social components consistently see 60-70% participation rates. Not 20%. Not 30. Over 60%.

The question isn't whether your employees care about their health. Most do.

The question is whether you're making it easy enough for them to act on that care.

And that's exactly what I'm building Catalyst Wellness to do—remove every possible barrier between your employees and getting healthier, while providing the human support and accountability that actually creates lasting change.

Want to talk about what high-engagement wellness looks like for your Rochester business? Let's discuss your specific challenges and whether we can design something your employees will actually use. Reach out today.