Dear HR Manager | Encouraging Participation without Pressure
Our organization offers several wellness and mental health resources, but employee utilization remains low. How can we encourage participation without making employees feel pressured or invading their privacy?
– Committed to Supporting Employees
Dear Committed:
Low utilization doesn’t necessarily mean employees don’t need the benefit; often it means they are unaware of available resources, unsure how to access them, or concerned about confidentiality.
Start by evaluating how these programs are communicated. Employees should regularly hear about available resources throughout the year, not just during open enrollment. Use multiple communication channels and focus on practical scenarios employees may encounter.
It’s equally important to emphasize privacy protections. Employees need reassurance that participation in wellness programs, employee assistance programs, and mental health services remain confidential and separate from employment decisions.
Consider asking managers to have conversations about wellbeing without asking about personal health matters. Leaders can help create an environment where seeking support is viewed as a sign of self-awareness rather than weakness.
– HR Manager
Originally featured in UBA’s June 2026 HR Elements Newsletter.
