Incentives are frequently used to encourage early participation in well-being programs, motivating individuals to take actions like completing a health assessment or participating in a behavior change program. While employee rewards recognize follow-through, incentive ideas should support short-term goals as part of a broader well-being strategy.
Why are employee incentives important?
Incentives are most effective when they’re used to trigger early actions, such as completing a health assessment or scheduling a preventive exam. These initial steps often require extra motivation, especially when individuals are just getting started. Once participation begins, ongoing engagement is sustained through a supportive work culture, clear communication and strong program design. In this way, incentive ideas for employees serve as powerful participation levers that help activate well-being programs.
Types of employee incentives that promote holistic well-being.
Well-being looks different for everyone and incentives should reflect that. Rather than offering one-size-fits-all perks, effective programs consider the many dimensions of well-being, as well as the population’s needs and interests. Because industries and roles experience these dimensions differently, ideas for employee incentives should align with specific program activities and support, not replace, the larger well-being strategy.
Let’s explore some monetary incentives.
Financial incentives, such as gift cards, HSA contributions or health plan premium reductions, prompt employees to take action in well-being programs. When well-being programs include incentives that directly support the financial dimension of well-being, they become even more powerful.
WebMD Health Services defines financial well-being as a person’s perception of their ability to maintain living standards and feel in control of their finances. According to our Portfolio of Key Insights: Workplace and Employee Survey, this dimension often scores lowest across age groups.¹ While most incentives won’t significantly shift an employee’s broader financial outlook, they can provide immediate, tangible value when designed with intention.
For example, a $250 gift card provides a clear financial benefit to employees, converting participation in a well-being program into immediate, measurable value. For many, this reward can help cover an everyday expense or contribute to short-term savings. When employees see a direct monetary gain, they’re more likely to engage, making it a smart investment for employers.
Let’s explore some non-monetary incentives.
Non-monetary incentives like peer recognition, company-branded items or charitable donations can boost emotional and social well-being. While they may not carry a dollar value, they can still motivate participation when linked to specific program actions.
Most organizations use this type of incentive alongside financial rewards to promote participation in key initiatives, such as company-wide challenges. When paired strategically, they foster a sense of community, encourage friendly competition and rally employees around shared goals.
These incentives work best when they celebrate small, visible wins that build confidence and reinforce momentum in the early stages of participation. Consider anchoring your well-being program around one or two marquee initiatives, such as an annual Invitational Steps Challenge, that employees can look forward to year after year. These recurring events create tradition, promote connection and elevate the overall impact of your incentive strategy.
6 well-being incentive ideas to inspire your program.
If you’re refreshing your well-being strategy, the right incentives can increase participation in meaningful ways. Below are six examples of employee incentives designed to support action, spark motivation and meet employees where they are in their journey.
1. Reward health assessment participation to promote early intervention.
Offering an incentive for completing a health assessment, particularly during the first two months of the program, can spark early participation and engagement. This “early bird” approach motivates employees to take action quickly and start their well-being journey with personalized insights.
Once the health assessment is completed, employees receive tailored next steps based on their results, guiding them to relevant programs and resources. This early activation builds energy and connects individuals with support aligned to their health status and interests. By prompting participation in foundational activities, health assessments lay the groundwork for long-term well-being engagement.
2. Offer contributions to HSAs or FSAs.
Providing contributions to Health Savings Accounts (HSAs) or Flexible Spending Accounts (FSAs) can reduce cost-related hesitation and make healthcare more accessible. These financial incentives can be tied to specific actions, such as completing a health assessment or engaging with a coaching session. While HSAs are often tied to healthcare expenses, FSAs also support needs like childcare. These plans offer flexibility while expanding the impact of your well-being strategy.
3. Reward completion of well-being activities with gift cards or prepaid cards.
When employees complete a coaching session or join a health challenge, these rewards provide a clear and immediate connection between the action taken and the benefit earned. When tied to specific behaviors, they help employees build consistency and see progress without needing a big investment from the program.
4. Implement a points-based reward system to reinforce ongoing participation.
A points-based system gives employees a clear structure for how to earn rewards over time. Whether they’re logging workouts, tracking sleep or attending webinars, each action adds up. A points-based structure supports flexibility, allowing employees to engage in ways that suit their goals while encouraging consistency. Be sure to align point values with behaviors that drive outcomes.
5. Let employees donate earned incentives to a charity of their choice.
Some employees feel more motivated when their efforts support something beyond themselves. Allowing employees to donate their earned rewards to a charity they care about can make participation feel more personal. It’s a simple way to connect program activities to individual values and offer a purpose-driven reward that still reinforces behavior.
6. Offer fun prizes for participation in key company-wide initiatives.
Incentivizing participation in company-wide challenges with the chance to win a prize can help rally employees around a shared goal. These programs build a sense of excitement and community while inspiring a healthy level of competition.
Consider establishing a signature event, such as the Invitational Steps Challenge, at the same time each year to create a tradition that employees look forward to. Adding prize opportunities for participation encourages employees across departments and locations to get involved. When employees know they have a chance to win, they’re more likely to participate and stay engaged.
How to align incentives with your well-being program goals.
Incentives should directly support the actions your program is built around. Start by identifying the behaviors you want to reinforce. The reward value should then be mapped to the effort or impact of each action. Use well-being program data and participation trends to spot gaps or areas where employees may need an extra nudge.
Clear, timely communication is also essential. Let employees know what they need to do, when to do it and what they’ll receive in return. For example: “Complete your health assessment by September 30 and earn a $25 gift card.” Avoid punitive approaches that erode trust and discourage participation.
Above all, make sure your incentive strategy complements your overall well-being goals.
Tips for successfully launching your well-being incentive program.
A thoughtful launch sets the stage for success. Consider putting together a focus group of employees to help identify the most relevant and motivating incentives. Personalizing rewards based on known employee needs makes the program feel more inclusive and intentional.
Begin communication early and continue it throughout the program with regular reminders and updates. When employees understand what’s expected and what well-being rewards they’ll earn, participation tends to follow.
Manager involvement may also boost engagement. When leaders are informed and supportive, it signals program credibility. Keep the process simple and accessible. Encourage managers to “walk the talk,” demonstrating engagement in the well-being program is supported and expected.
Ready to build a well-being incentive program that works?
WebMD Health Services partners with organizations to design incentive strategies that drive measurable results using data, insights and behavior science to shape each step. Whether you’re refining an existing approach or starting fresh, our team can help you build a program that meets your organizational goals and supports your employees.
Request a demo to see how incentives can increase participation in your program.
