Monthly Wellness Metrics: How to Track ROI on Employee Well-being
Employee wellness programs are no longer a perk — they’re a business strategy. In competitive labor markets like Austin, organizations that fail to invest in employee well-being face higher turnover, lower productivity, and rising healthcare costs. But here’s the challenge: executives won’t support wellness initiatives unless the ROI is clear.
That’s where monthly wellness metrics come in. Tracking the right data allows HR leaders, founders, and managers to demonstrate value, make smart adjustments, and show employees that well-being isn’t just lip service — it’s measurable progress.
This guide outlines the most critical wellness metrics to track monthly, how to calculate ROI, and how to build an executive-ready dashboard that translates employee well-being into business outcomes.
Why Wellness ROI Matters
According to Deloitte, companies that invest in employee wellness see a $1.50 to $3 return for every $1 spent on average, primarily through productivity gains and reduced absenteeism (Deloitte, 2020). Gallup reports that engaged employees — a direct byproduct of wellness and support — deliver 17% higher productivity and 21% higher profitability (Gallup, 2021).
On the flip side, the World Health Organization estimates that depression and anxiety cost the global economy $1 trillion annually in lost productivity (WHO, 2022).
For startups and midsize companies, even small improvements make a difference. Preventing two resignations or reducing sick days by 5% can be the financial equivalent of closing a new client contract.
The Monthly Wellness Dashboard™ Framework
At Workhouse Wellness, we recommend companies track wellness through a Monthly Wellness Dashboard™ — a simple system of 6–8 metrics that balance business outcomes with employee experience.
The Core Metrics
Absenteeism Rate
Definition: Average workdays lost per employee per month.
Why it matters: Excessive absenteeism signals burnout, chronic illness, or disengagement.
ROI insight: Wellness programs can reduce absenteeism by 25–32% (RAND Corporation, 2014).
Presenteeism (On-the-Job Productivity Loss)
Definition: Time employees are at work but performing below capacity due to stress, fatigue, or pain.
How to measure: Monthly pulse surveys asking employees to rate focus, energy, and productivity.
ROI insight: Presenteeism costs employers 2–3x more than absenteeism (Harvard Business Review, 2019).
Turnover & Retention
Definition: Voluntary exits ÷ total headcount per month.
Why it matters: Replacing an employee can cost up to 200% of annual salary (SHRM, 2022).
ROI insight: Employees who feel cared for are 69% less likely to job hunt (Gallup, 2017).
Healthcare Utilization & Claims
Definition: Monthly tracking of ER visits, chronic condition claims, and prescription costs.
ROI insight: A review of 22 workplace wellness studies found medical costs fall by $3.27 for every $1 spent (Baicker, Cutler, & Song, 2010).
Wellness Program Participation
Definition: % of employees engaging in wellness activities monthly (workshops, coaching, bodywork sessions).
Why it matters: Low participation = low impact, even if offerings are strong.
ROI insight: Higher participation correlates with stronger culture and retention (SHRM, 2019).
Employee Engagement & Morale
Definition: Measured via pulse surveys or Net Promoter Score (“Would you recommend this workplace?”).
ROI insight: Engaged employees are 41% less absent and 59% less likely to leave (Gallup, 2021).
Manager Observations
Definition: Monthly manager check-ins to assess energy, collaboration, and performance.
Why it matters: Managers see behavioral shifts before they appear in hard data.
How to Collect Monthly Data
HRIS Platforms (BambooHR, Paycor, Gusto) for turnover and absenteeism.
Employee Surveys — short monthly check-ins (3–5 questions).
Healthcare Providers — aggregate claims reporting.
Wellness Vendors — track usage of coaching, massage, or nutrition sessions.
Manager Reports — 10-minute monthly sync to capture team-level trends.
Pro tip: Keep it lightweight. If employees dread the survey, your data quality drops.
Turning Metrics into Dollars
Executives respond to financial impact, not just percentages. Here’s how to convert metrics into ROI:
Example 1: Absenteeism
100 employees
Average reduction: 0.5 sick days per employee per month
At $300/day productivity value → $180,000 annual gain
Example 2: Turnover
50 employees
Preventing 3 resignations annually (avg. salary $70K, replacement cost 150%) → $315,000 saved
Example 3: Healthcare
Employer plan costs $500,000 annually
5% reduction from wellness → $25,000 saved
Even small percentage improvements multiply into six-figure returns.
Building Your Monthly Wellness Dashboard
Your dashboard doesn’t need to be complex. Aim for:
Traffic light visuals (green = improving, yellow = stable, red = worsening).
One-page summary for executives.
Monthly trend lines for absenteeism, turnover, engagement.
The goal isn’t perfection — it’s consistent reporting that builds a story over time.
Case Study: Startups vs. Mid-Sized Companies
Austin Startup (25 employees)
Introduces wellness coaching + monthly stress survey
In 6 months: turnover drops from 12% → 8%
Estimated savings: $84,000 in avoided replacement costs
Mid-Sized Austin Firm (200 employees)
Adds corporate bodywork + nutrition sessions
Absenteeism drops by 0.8 days per employee annually
Productivity gain: 160 days → ~$48,000 recovered value
Mistakes to Avoid
Tracking too many metrics — pick 6–8 core ones.
No baseline data — without pre-program numbers, ROI is hard to prove.
Quarterly-only tracking — monthly keeps leadership engaged.
Ignoring qualitative data — morale, manager input, and culture are leading indicators.
FAQs on Measuring Wellness ROI
How fast can ROI be seen?
Early signs (participation, absenteeism) can show within 2–3 months; retention and healthcare cost savings usually take 6–12 months.
Do small teams really need this?
Yes. In small companies, even one resignation or prolonged absence has outsized impact.
What’s the easiest metric to start with?
Absenteeism — universally understood and easy to track.
Conclusion
Wellness without measurement is just goodwill. Wellness with monthly metrics is strategy.
By tracking absenteeism, presenteeism, retention, healthcare costs, participation, and morale each month, organizations can demonstrate ROI, strengthen culture, and secure long-term executive buy-in.
At Workhouse Wellness in Austin, we help companies design wellness programs built for both human impact and financial performance. With our Corporate Wellness services, you’ll not only support your people — you’ll prove the numbers behind the investment.
