In my previous role, I spearheaded a comprehensive wellness program that included fitness challenges, stress management workshops, and health screenings. The program saw a 25% increase in employee participation and a 15% reduction in healthcare costs within the first year. Employee feedback was overwhelmingly positive, with many reporting improved morale and work-life balance.

I measure the effectiveness of a wellness program through a combination of quantitative and qualitative metrics. This includes tracking participation rates, healthcare cost savings, absenteeism rates, and employee satisfaction surveys. Additionally, I conduct regular assessments to identify areas for improvement and ensure the program aligns with organizational goals.

To encourage participation, I would leverage a multi-faceted approach. This includes promoting the program through various communication channels, offering incentives such as rewards or recognition, and tailoring initiatives to meet the diverse needs of employees. I also believe in fostering a culture of wellness by leading by example and involving leadership in program activities.

I stay current by regularly attending industry conferences, webinars, and workshops. I also engage in professional networks and associations, such as the International Foundation of Employee Benefit Plans, to stay informed about the latest research and trends. Additionally, I subscribe to industry publications and participate in online forums to exchange ideas and best practices.

If a wellness program is not well-received, I would first gather feedback through surveys and focus groups to understand the reasons behind the lack of engagement. Based on this feedback, I would make necessary adjustments, such as modifying the program's offerings, improving communication, or addressing any barriers to participation. I would also ensure ongoing dialogue with employees to continuously refine and enhance the program.