Finding a Corporate Wellness Vendor

When we started up 10 years ago, I remember getting calls asking if we did colonics. The word “wellness” has narrowed its focus, but it still has far to go when it comes to defining what wellness is and who practices it. I receive so many phone calls from HR professionals, insurance brokers and managements wanting to start a wellness program, but finding themselves flat-out confused in the market place when trying to design a program or choose a vendor.

When it comes to implementing a corporate wellness program, you’ll not only want to design a great program, but you want to make sure you’ve picked your teammate well. Below is a short list of things to consider when interviewing vendors.

• Focus on your own business culture. It’s the job of a salesman to visit as many potential clients and sell services. Often what you get is the same dog & pony show that’s been redone 100 times. Get past it, and see how quickly they can focus on your particular needs.

• Are they financially stable? The last thing you’d want to happen is to sign a contract with a vendor only to find out they can’t deliver after a few months because they couldn’t drum up enough other business.

• Consider the source. Like the fitness industry, wellness has started to become an industry where you can get a variety of wellness certifications, degrees, etc… and there’s little standardization. Look at those things, but also consider educational backgrounds. Are they medically trained? Behavior science trained? Fitness & Nutrition? Familiar with benefit plans? You’ll need to decide what you’re most comfortable with – but know that unless you’re working with an individual or team that has all those disciplines, you may be short-changing your wellness program.

• Ask for references. You wouldn’t hire an employee without checking – why hire a wellness vendor that way? Ask for companies similar to your size and industry, or a company that you’d like to emulate. Find out if the vendor has been responsive to needs, have the made the client do more or less work to get the program underway and are the creative when it comes to problem solving.

• All that legal stuff. Check that they have insurance should anything happen. Verify that their staff undergoes HIPAA training and that everyone is currently licensed. Make sure you get receipt of any permits that may need to be filed. You’re trying to control costs not increase them should your vendor give bad advice or put someone in harm’s way.

Each company is different, and therefore each wellness program should be a little different. Evaluate your wellness vendor fully, and you’ll likely not be disappointed.