A New Survey of GLP-1 Users Shows the Benefits Don’t Stop at the Scale


GLP-1 users reported benefits that reached beyond weight loss—along with real challenges around stigma, uncertainty, and support.

Fact checked by Nick Blackmer

Credit: Mira Norian / Health.com
Credit: Mira Norian / Health.com

GLP-1 stories are often told through the lens of weight loss. But Health’s new survey suggests that, for many users, changes go far beyond the number on the scale. 

In a survey of 500 GLP-1 users, 100 lapsed users, and 100 prospective users, people described these medications not just as a tool for losing weight, but as something that can reshape daily life—quieting food noise, improving energy, boosting confidence, and changing how they move through the world. At the same time, many said the journey still comes with real challenges, including cost, uncertainty, stigma, and a lack of support.

Here’s a closer look at what people told us about the benefits, frustrations, and lingering questions about life on GLP-1s.

Methodology: Health surveyed current (N=500), lapsed (N=100), and considering (N=100) GLP-1 users in February 2026. Participants were sourced via a third-party opt-in market research sample provider.

GLP-1 Users Say Success Goes Beyond Weight Loss

The strongest findings in Health’s survey suggest that users often define success as more than just pounds lost. In all, 99% of respondents said they experienced at least one medical benefit from taking a GLP-1. Weight loss topped the list with 86% of users reporting it, but they also experienced reduced food noise (70%), better blood sugar control (64%), improved cholesterol (48%), and more energy (44%).

“I crave vegetables. I am not interested in fried/fatty foods, junk foods, or sweets. — Female, 36”

The benefits didn’t stop at physical health: Nearly all respondents—97%—said they also experienced at least one lifestyle benefit. People said they began feeling better in their clothes (46%), their body image improved (35%), and they became more confident and self-assured (27%).

“As I saw progress, I felt more comfortable in my own skin. That confidence made it easier to say yes to social events, to go out with friends, and to stop avoiding photos or gatherings. … I wasn’t just losing weight, I was gaining a more active, social, and fulfilling life. — Female, 37”

The Benefits May Be Broad, But the Challenges Are Real

The GLP-1 journey isn’t without pain points. While 92% of current users described their overall experience as positive, 72% said they had still faced challenges, including difficulty hitting their goals (34%), paying for the medication (30%), and dealing with side effects (23%).

The survey suggests that some of the hardest parts of GLP-1 use are navigating a society that’s still getting used to them. Many respondents (76%) said there’s stigma around using GLP-1s, and 89% said there’s still a stigma surrounding obesity. 

Uncertainty about the future stood out as well. Sixty-two percent of respondents worry there isn’t enough information or support about what to do if they stop taking GLP-1s or how to manage weight and health afterward. Meanwhile, 59% worry about potential long-term side effects, and 56% fear having to stay on the medications for life.

“The stories are constantly changing. Who knows what to believe? Not nearly enough info on long-term weight management after GLP-1. — Female, 69”

What This Package Explores

Health’s survey suggests that the GLP-1 conversation goes well beyond weight loss. Users said these medications affect not just their bodies, but also their cravings, confidence, routines, and day-to-day lives.

That’s what this package explores: what it means when food noise quiets down; how GLP-1s can change confidence, style, and self-perception; what users need to know about stopping; why stigma still lingers; and what kinds of support may actually help people succeed.

The scale may be where a person’s GLP-1 story starts—but for many, it’s not where it ends.



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Learn the difference between accountability and responsibility — and why building a more accountable team starts with what you do as a leader.

Do you want your team to be more accountable?

If you’re like most of the CEOs I work with, you do.

You want clear ownership. You want clear communication. You want consequences for missing targets.

But here’s what most CEOs miss: holding accountability is your responsibility, not theirs.

In this essay, I’ll explain the difference between accountability and responsibility, and share the questions you need to ask to make sure you’re doing your part.

What is accountability?

I define accountability as the ability to account for one’s actions and decisions.

There are two sides to accountability: 

  • Being accountable: that’s the person giving an account.
  • Holding someone accountable: that’s the person they are giving it to.

The most common form of accountability is a report that shows:

  1. The numbers
  2. The story behind them. 

In fact, the word account can refer to numbers (think accounting) or stories (an account of what happened).

Reporting is powerful because it forces people to check in on their goals, what they’ve done, and what to do next. And great reports can create a self-managing system where the report does a lot of the heavy-lifting.

Accountability has benefits: it helps people remember and focus on their goals, and it can maximise their learning. Plus, it keeps stakeholders informed.

However, accountability is only half of the equation.

The other part is responsibility, and without it, accountability isn’t nearly as helpful.

What is responsibility?

I define responsibility as the ability to respond with effective actions and decisions.

So is the manager or the teammate responsible for getting results? 

This needs to be crystal clear:

  • Your team is responsible for getting results.
  • You are responsible for the team itself.

Your team is responsible for planning their work, making commitments, and solving problems in order to get results.

However, you are responsible for selecting the right people, communicating expectations, and supporting them as best you can.

Accountability is a service. It’s goal is to increase a person’s level of responsibility.

Haven’t you craved some accountability so you followed through on something important?

It actually starts with you, not them.

The first step in driving accountability is to check in with your responsibilities first: 

  • Have you selected the right people? 
  • Have you communicated expectations? 
  • Have you supported them and provided them with accountability?

Because the consequences you want aren’t actually on them, they are on you.

Answering these questions? That’s accountability.

Actually doing something about them? That’s taking responsibility.

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Originally published on February 25th, 2026

 

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