[SPONSORED CONTENT]
For years, workplace wellbeing strategies have been built around scale offering a broad suite of programmes designed to appeal to the widest possible audience. But as workforce needs become more diverse and complex, a new approach is taking hold: personalisation.
In part three of our series from UnitedHealthcare Global, we explore findings from Optum’s 8th annual Wellbeing in the Workplace survey, that reveal a clear shift.
Programmes that support individualised health journeys, such as wellness coaching and health risk assessments are not only gaining traction, but they are also outperforming more traditional offerings in terms of participation.
In 2024, wellness coaching saw the highest average participation rate globally (36%), while 48% of employers now offer health risk assessments, up 20% from the previous year. As organisations move away from one-size-fits-all approaches, personalised wellbeing strategies are emerging as the key to driving meaningful engagement and long-term impact.
This shift reflects a broader truth: employees want wellbeing support that feels relevant, timely and personal. Whether it’s managing stress, improving sleep, navigating financial pressures or building healthier habits, the most effective programs are those that adapt to the individual, not the other way around.
Tools that tailor the experience
Digital platforms are playing a key role in enabling this shift. One in four employers now offer digital benefits hubs, which help employees navigate their options and connect with the most appropriate support, whether that’s a virtual coaching session, a self-care app, or a financial wellbeing tool.
These platforms are more than just directories. They use data to guide employees toward the right resources at the right time, helping them take ownership of their health in a way that feels intuitive and empowering.
Supporting leaders, too
The survey also highlights a growing recognition that personalised wellbeing is not just for frontline staff.
Leadership teams face unique pressures from decision fatigue to performance expectations and often lack the support they need to manage their own wellbeing.
Encouragingly, 90% of employers now believe it is important to offer tailored support for those in leadership roles. From executive coaching to stress management resources, these initiatives are helping to create healthier leadership cultures and by extension, healthier organisations.
A new role for insurers
For health insurance providers, this evolution presents a strategic opportunity. By helping employers move beyond one-size-fits-all programming, insurers can offer more targeted, data-informed wellbeing strategies and solutions.
This may translate to more flexible benefit structures, digital engagement tools and analytics that translate directly into actionable metrics – empowering clients to validate their investment in personalised options through measurable performance gains and strategic clarity.
As the workplace continues to diversify, the demand for personalisation will only grow. Adopting this shift isn’t just about meeting employee expectations – it’s a strategic move to define the next era of workplace wellbeing, backed by measurable outcomes and cultural resilience.
To explore more insights on workplace wellbeing, check out the other articles in this series. Discover how a whole health approach can help transform outcomes for employees and learn about why prioritising engagement and participation in wellbeing programmes is more impactful than adding more options for employees.
Source:
8th annual Wellbeing in the Workplace survey from Optum
Read the latest news, expertise and thought leadership from UnitedHealthcare Global – here.
