If you follow all the buzz in the human resources management world, you know that corporate wellness programs have recently come under some scrutiny. A recent BenefitsPRO article brings some research to light that seems to conclude that corporate wellness programs are oversold and underperforming. There’s a ring of truth to these findings, but not because the programs themselves aren’t worthwhile. It’s because they only work when employees participate. In the latest study, just over half of employees participate in their employer’s wellness program.

How does a company build a wellness program that engages employees? Here are five primary changes that will improve your participation rates and employee health in the long-term:

1. Know your audience.

Certain behaviors within demographic groups predispose those individuals to increased health risks. A little research into your population could reveal some surprising habits that negatively affect your employees’ health.

2. Focus on the individual

Every human person is unique. Craft a responsive wellness program that focuses more on personal coaching. Standardized programs must offer some innate flexibility in order to adequately serve the individuals in our populations.

3. Leverage your fitness center

If you have an onsite fitness center or a corporate membership to one nearby, emphasize the convenience of daily workouts without a commute. Make it convenient for your employees to utilize the facility. Hire trainers to work as floor staff during peak hours and offer tips and encouragement.

4. Rethink traditional ideas about nutrition and exercise

There’s no workout regimen in the world that will have long-term positive health effects without fuel in the form of good nutrition to back it up. Think of registered dieticians as the personal trainers of nutrition: they’re both essential roles on your employees’ support team.

5. Start a different conversation about health

Change the culture in your workplace by first modeling the behavior you’re promoting. Encourage walking meetings, or at the very least, avoiding providing doughnuts in the break room or pizza for those working late. Ask your managers to take “brain breaks” during long meetings and urge employees to include some sunshine in those breaks. When management shows ownership of healthy behaviors, it begins a conversation that focuses on “we,” instead of, “you.” We are getting healthy, one small choice at a time, and we’re doing it together.