Protected: Why Most Benefits Programs Underperform (And How to Fix It)

What does it actually take to make a wellness program work in 2026? Healthbreak’s Anji Antkowiak joins IMA’s “On The Pulse Podcast” to share real-world insights from decades of turning scattered programs into effective, integrated benefit ecosystems. This conversation gives clear, action-packed guidance for HR leaders frustrated with disconnected solutions and covers everything from building champion networks, to the missing ROI opportunities, to embedding wellbeing into daily operations. Here’s a breakdown of the biggest takeaways, or you can listen to the full episode here:

Organizations use dozens of vendors, programs, tools, platforms, and resources. Each one solves a piece of the problem. But none of them talk to each other. This lack of connection is where benefits programs break down.When asked what type of issues companies are looking to solve when they work with Healthbreak, Anji replied, “They’re looking specifically for a wellness program. And what they’re surprised to find when they come to us is the larger strategy. Wellness is not a standalone deliverable. Not anymore.” 

When HR teams report engagement is low, it’s easy to assume it’s because employees aren’t interested. However, that’s rarely the case. Anji sees this constantly in the field: “I kept hearing from employees, ‘I just don’t know where to find all of this information’… With regards to specific benefits, that’s where Healthbreak comes into play. I help with the communication strategy, to help employees understand what’s available. We simplify that, and it creates a lot less stress for the HR professionals.”More often, employees do not know:

• What benefits exist
• Where to find them (Platform tangle)
• When to use them
• Why they matter

More often than not, your problem is fragmentation and friction. 

When benefits are connected into a single system, behavior changes.Employees with connected benefits:

• Engage more consistently
• Understand what is available
• Take action earlier
• Build healthier habits over time

Organizations with connected benefit strategy:

• See higher utilization
• Gain clearer reporting
• Identify trends faster
• Make smarter decisions

The outdated approach looks like this:

• Select a wellness platform
• Layer on vendor programs
• Run occasional challenges
• Hope engagement follows

Anji describes the shift to modern wellness strategies, “Traditional programs create the short term participation. They might see initial ROIs, but then those spikes fall off. They’re not long term behavior.

What makes a true wellness ecosystem? It has that longevity … We’re shifting the word away from benefits to wellness ecosystem. Because now, instead of go-to-this-app-and-track-your-steps, then we hope for the best, it’s: go to your app, learn about your blood pressure, increase your steps, join a challenge, learn more about diabetes. Get incentives to see your physician. See your biometrics and track your trends. Quickly join the blood pressure program, the diabetes program, or other supporting benefit programs.”Without true integration, programs compete for attention.
With integration, they reinforce each other. 

Most employers already pay for preventive care, chronic condition support, and specialty programs. Meaning your problem isn’t accessibility but usage. Low utilization creates a gap between investment and outcomes. Healthbreak’s model closes that gap by connecting incentives to real behaviors.Examples:

• Employees complete a cancer risk assessment
• Employees follow through with screenings
• Employees engage with care programs

The result is not just participation. It’s action tied to outcomes.Anji explains it this way: “We can design programs that incentivize employees to actually use the benefits you’re already paying for.”

Fragmented programs also produce fragmented data. Disconnected reporting makes it impossible to answer basic questions, like what is actually working? What risks are increasing? What should we change next?  “We’re not waiting a year for data. We’re reviewing it quarterly and adjusting in real time.” 

In one example Anji shared, measurable outcomes looked like this: 

• 83% of employees maintained or improved blood pressure
• 70% of high-risk individuals reduced or maintained weight
• 58% increased activity levels
• ROI reached $1.80 for every $1 invested

These numbers outclass participation metrics, and instead equal population-level healthy-behavior shifts. 

Most vendors deliver tools. Few deliver outcomes. The difference is the execution of communication, campaign management, vendor coordination, ongoing engagement, and data reporting. Healthbreak operates as the layer that connects everything + keeps it moving. 

The most impactful takeaway for HR leaders in 2026? “I would love for them to take away that wellness does not need to be bigger. It just needs to be smarter,” says Anji. “We’re just creating smarter, more efficient ways to deliver your wellness and total benefits package, so it meets your employees’ needs as well as the organization needs.  Want to continue this conversation? Connect with us: info@healthbreakinc.com | 720-344-9507Healthbreak has been the national leader at helping employers integrate & run impactful programs and on-site fitness centers for healthier, more productive workforces since 1990. If you’re starting this conversation within your team, we’re happy to be a thought partner and share our experience from serving over 280,000 employees.