Virtual health coaching has become a go-to strategy for many corporate wellness programs, especially for companies with remote or hybrid employees. It offers a flexible way to reach workers and support healthier habits, making it easier for HR teams to offer meaningful wellness without adding more to their plates.
Still, even the best tech and intentions don’t guarantee success. When virtual programs fall flat, it’s usually because of how they’re set up and managed. To make the most of your efforts, it helps to avoid some common mistakes early on. Below are five issues that often show up in virtual health coaching programs—plus action-ready ways to fix them.
Lack Of Personalization
If your whole workforce receives the same coaching tips—regardless of their health goals or personal interests—engagement will probably drop off pretty quickly. Most employees don’t respond well to copy-paste wellness advice because it rarely feels useful to their real-life challenges.
Some people may want to improve their sleep, while others need help managing stress or sticking to a diet. There’s no reason those different needs should be served with the same script. Everyone works at a different pace and comes with different expectations, and that needs to show up in the way coaching is delivered.
Here’s how HR teams can make personalization easier:
- Start with a quick assessment to identify each participant’s goals.
- Use those answers to match employees with the right coach or content.
- Let employees pick coaching topics that matter to them.
- Create individual goals with realistic check-in points.
A good coaching program supports people where they are—and grows with them. That doesn’t mean creating an entirely different system for every worker, but it does mean giving them more control and options.
Ineffective Communication
A coaching strategy is only as strong as the communication behind it. When employees don’t know what to expect or struggle to connect with their coach, interest can fade fast. Unclear messages, random touchpoints, or no follow-up at all are often what leave people feeling disconnected.
Solid communication doesn’t have to be over the top—it just needs to be steady. Employees will stay more engaged when they know they’re supported and won’t get left hanging after a session.
To strengthen communication:
- Set expectations around how and when a coach will reach out.
- Use multiple channels—like email, text, or video—to make connecting easier.
- Keep session reminders and follow-ups consistent.
- Respond to questions or feedback quickly, even if it’s just to say you’re working on it.
Imagine someone finishes a coaching session and emails a follow-up question. If they never hear back, that small moment could lead them to drop out entirely. Quick, clear replies show people that their time matters and help build trust.
Overlooking Technology Challenges
Even the best health coaching plan won’t get far if the tech behind it doesn’t hold up. Glitches, slow-loading screens, login troubles, or confusing design will frustrate users and drive down participation.
Not every employee is comfortable with digital platforms, and not all devices work well across tools. That means it’s risky to assume people can just figure it out.
Here’s how to keep your tech running smoothly:
- Pick coaching software that’s easy to use on both desktop and mobile.
- Offer simple step-by-step guides to get people started.
- Provide easy-to-reach support for users who run into issues.
- Run test sessions or onboarding to make new users feel confident.
Picture someone trying to start their first session but getting stuck at login. If no help is available in real time, that delay might be enough for them to bail completely. Solving small tech issues upfront can make a big difference in how many employees stick with the program.
Ignoring Employee Feedback
When a coaching program doesn’t ask participants how things are going, it’s missing valuable insight. Employees want to feel heard, especially when it comes to personal goals. If no one asks for (or acts on) their feedback, interest can dry up.
Getting feedback isn’t just a box to check—it plays a key role in improving every aspect of the program. You learn what’s actually landing, what needs to be dropped, and what changes can boost results.
Ways to collect and use feedback:
- Send short surveys right after coaching sessions.
- Make space for open-ended comments—not just multiple choice.
- Set regular intervals to check on user experience.
- Adjust the program when feedback points to something better.
- Let employees know when changes have been made based on their input.
Say someone shares that the sessions feel too formal and they’d prefer a quick five-minute chat over lengthy video calls. If you switch formats and tell them the change came from their suggestion, it shows that their voice counts. That kind of connection makes people more likely to stay involved.
Inconsistent Engagement
Starting strong is easy. Keeping people engaged over time is where many coaching programs fall short. After the first burst of energy, sessions can become less of a priority—especially if there’s no clear track for progress or rewards along the way.
Getting someone to show up week after week takes a plan. Behavior change needs repetition, recognition, and a sense of progress to stick.
To keep engagement steady:
- Break big goals into small, trackable steps.
- Add a little fun—like milestone rewards or streak tracking.
- Highlight progress often, even if the steps are small.
- Change up formats so it doesn’t start to feel repetitive.
- Keep each session short and focused to respect people’s time.
If someone sees they’ve attended three sessions in a row, they’re motivated to keep it going just to continue the streak. Recognition doesn’t have to be grand. Visible progress can be enough to nudge someone forward.
Make Coaching Count From Start To Finish
Virtual health coaching can lead to real results, but only when delivered with care, planning, and a little flexibility. The most common mistakes—like generic content, weak communication, tech hangups, misplaced feedback, or slow drop-off—can all be avoided with a few small tweaks.
Great programs are built by teams that watch for patterns, listen to employees, and stay quick to adapt. It’s not about perfection. It’s about creating something useful and easy to stick with. If your coaching solution is consistent, personal, and tech-friendly, employees will show up—and they’ll keep showing up. That’s when real, lasting progress begins.
Explore how your company can benefit from a virtual health coach to enhance your workplace wellness initiatives and foster lasting employee engagement. Avidon Health is here to help you find flexible options that support real behavior change while keeping things simple for your team.
