• Use SMART goals to track wellness outcomes.
• Revisit goals often to stay relevant.

After establishing priorities for a company wellness program, set SMART goals—Specific, Measurable, Attainable, Relevant, and Time-bound—that help reach a desired outcome. These goals may revolve around participation in activities or other measures.

Just as a personal goal that’s too broad is difficult to achieve, a company with hazy wellness goals will have a tough time accomplishing them.

SMART goals are:

• Specific. What needs to be done?
• Measurable. How will it be assessed?
• Attainable. Is this something the company can do?
• Relevant. Why is this being done?
• Time-bound. When will this be done?

Use the following best practices to set SMART goals.

• Specific: In simple terms, describe what the company wants to accomplish.
• Measurable: Make the goal something the company can track in order to measure progress.
• Attainable: Make the goal one a company can reach.
• Relevant: Have the goal revolve around something that matters to the company and/or employees.
• Time-bound: Attach a timeframe to the goal.

For example, a company might aim to decrease the number of employees who smoke by 25 percent by 2021 or share one healthy recipe with employees each month.

The goals set will be specific to the company. Don’t set goals aside once completed! Review and update the goals to ensure they reflect the issues impacting workers today and address the primary health concerns of the workforce.