1 Know the law

Before you launch any wellness challenge, make sure you are familiar with the relevant laws and regulations that protect employee privacy and nondiscrimination. For example, in the US, you need to comply with the Health Insurance Portability and Accountability Act (HIPAA), the Americans with Disabilities Act (ADA), the Genetic Information Nondiscrimination Act (GINA), and other federal and state laws that may apply. These laws limit the type and amount of health information you can collect, use, and disclose from your employees, as well as the incentives or penalties you can offer or impose for participating or not participating in wellness challenges.

2 Set clear goals and expectations

One of the key elements of a successful wellness challenge is to have clear and measurable goals and expectations for both the employer and the employees. What are the benefits and outcomes of the wellness challenge for the organization and the individual? How will the progress and results be tracked and evaluated? How will the feedback and recognition be provided? How will the privacy and security of the data be ensured? How will the participation and completion be rewarded or acknowledged? Communicate these goals and expectations to your employees in advance and in writing, and make sure they understand and agree to them.

3 Offer choice and flexibility

Not all employees may be interested or able to participate in the same wellness challenge, or at the same level or frequency. To respect their privacy and autonomy, offer them a range of options and alternatives that suit their preferences, needs, and abilities. For example, you can allow them to choose from different types of activities, modes of delivery, levels of difficulty, durations, and formats. You can also provide them with opt-in and opt-out options, as well as the opportunity to modify or withdraw their participation at any time, without negative consequences.

4 Be inclusive and supportive

Wellness challenges should not create or reinforce any barriers, biases, or stereotypes that may exclude or disadvantage some employees based on their health status, disability, age, gender, race, ethnicity, religion, or any other protected characteristic. Instead, they should foster a culture of inclusion and support that values and respects diversity and individual differences. For example, you can design and implement wellness challenges that are accessible, adaptable, and culturally sensitive. You can also provide reasonable accommodations, adjustments, and modifications for employees who may need them. Moreover, you can encourage and facilitate peer support, collaboration, and mentoring among employees who participate in wellness challenges.

5 Solicit feedback and improvement

Wellness challenges are not static or one-size-fits-all programs. They should be dynamic and responsive to the changing needs and expectations of your employees and your organization. To ensure that your wellness challenges are effective, relevant, and respectful, solicit feedback and improvement from your employees on a regular basis. Ask them what they like and dislike about the wellness challenges, what challenges or barriers they face, what suggestions or ideas they have, and how they feel about their participation and outcomes. Use this feedback to improve and refine your wellness challenges, as well as to recognize and celebrate your employees' achievements and contributions.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?