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HR & People Operations

Quitting Culture is the Surprise Disruptor of Organizational Success

How Quitting Culture Sabotages Organizational Success

quitting culture

Introduction

“Quiet quitting,” “The Great Resignation,” “acting your wage”—these phrases have entered our lexicon, reflecting a seismic shift in how employees view their roles and, by extension, how they view their managers. Quitting culture, once a rare phenomenon, has now become a significant disruptor in many workplaces.

Beyond high turnover rates, quitting culture signals deeper issues in leadership, communication, and organizational priorities. In this post, we’ll explore the roots of quitting culture, its effects on management, and strategies leaders can employ to reclaim engagement and rebuild trust.


The Rise of Quitting Culture

Quitting culture gained momentum during the COVID-19 pandemic. A report by McKinsey revealed that 40% of employees considered leaving their jobs in 2021, citing burnout, lack of flexibility, and inadequate support as key reasons. By 2022, the U.S. Bureau of Labor Statistics reported a record 4 million people quitting their jobs every month—a trend dubbed “The Great Resignation.”

Take the case of Shopify, where CEO Tobi Lütke publicly acknowledged the challenges of retaining talent in a distributed workforce. Amid resignations, Shopify revamped its perks and professional development opportunities, signaling an understanding of shifting employee priorities.


The Management Perspective

For managers, quitting culture isn’t just an HR headache—it’s a destabilizing force. High turnover drains institutional knowledge, fractures team cohesion, and spikes workloads for those who stay. A Deloitte survey found that 59% of leaders experience heightened stress levels due to increased resignations within their teams.

One striking example comes from Tesla. When Elon Musk mandated a return to office, reports surfaced of employees leaving in droves, many citing misaligned values and leadership styles. This highlighted how top-down management decisions without employee input can exacerbate quitting culture, especially in industries already grappling with talent shortages.


Underlying Causes

Quitting culture thrives on unaddressed systemic issues:

  1. Value Misalignment: Employees increasingly prioritize purpose-driven work, but 70% feel their leaders don’t embody company values, according to Gallup.
  2. Burnout: WHO declared burnout an occupational phenomenon, with employees reporting heightened stress post-pandemic. The healthcare sector, where burnout rates among nurses exceed 40%, offers a poignant example​.
  3. Lack of Growth Opportunities: A LinkedIn survey revealed that employees are 12 times more likely to leave if they feel unsupported in career development.

These insights show that quitting culture isn’t just about dissatisfaction—it’s about systemic missteps that breed disengagement.


What Can Leaders Do?

Proactive leadership can dismantle quitting culture. Here’s how:

1. Embrace Transparency and Communication

Open feedback loops can prevent grievances from festering. For example, Microsoft launched a “listening strategy,” using employee surveys and one-on-ones to shape its hybrid work policies. The results? Higher satisfaction scores and lower attrition rates.

2. Build a Safe-to-Fail Culture

Encouraging experimentation helps employees feel valued. Avidon Health’s leadership implemented a “fail-forward” framework where teams are rewarded for innovation even if projects fall short​. This approach has driven engagement and increased innovation.

3. Invest in Mentorship and Growth

Employees need visible pathways for advancement. Google’s “20% time” policy, which lets employees dedicate one day a week to personal projects, has birthed initiatives like Gmail. The program reinforces Google’s commitment to fostering creativity and professional growth.

4. Recognize Contributions

quitting culture

Acknowledging effort—even in small ways—keeps morale high. A Harvard Business Review study showed that employees who feel appreciated are 50% less likely to look for new jobs. When Apple faced Steve Jobs’ temporary departure in the 1980s, the company experienced significant turbulence. However, during his return, Jobs emphasized the collective efforts of the team—bringing focus and innovation back to the forefront. By fostering a culture of collaboration, the company eventually delivered groundbreaking products like the iPod and iPhone, underscoring that success isn’t about one star but about the combined strength of a well-led team.

The Broader Implications

Quitting culture is a mirror reflecting evolving societal values. It urges us to rethink how we engage, motivate, and retain talent in a rapidly changing world. Workers increasingly demand flexibility, purpose, and wellbeing—not just a paycheck.

As you reflect on your own management style, ask: Are you empowering your team to thrive, or inadvertently driving them away? The answer may hold the key to transforming quitting culture into a culture of loyalty and shared success.

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HR & People Operations

From One CEO to Another: Why Health Coaching Is the Best Investment for Your Team

Boosting Team Health & Performance: The Benefits of Health Coaching
Health coaching

If you’re anything like me, you know that leading a small business means juggling a thousand priorities, each one critical to your success. Balancing growth, managing teams, and maintaining a healthy culture in a company with fewer than 100 employees can feel like walking a tightrope. I’ve been there—and still am. But one thing I’ve learned through my journey at Avidon Health is that investing in your people isn’t just a feel-good strategy; it’s the key to sustainable growth.

Over the years, I’ve seen how health coaching transforms organizations, big and small. It’s not just another benefit; it’s a way to drive engagement, reduce turnover, and create a culture where employees thrive. Let me share why I believe health coaching could be a game-changer for your business, just as it’s been for countless others we’ve worked with.


1. What Is Health Coaching, and Why Does It Matter?

Health coaching is more than just helping employees exercise or eat better. It’s about guiding people toward their personal goals, whether that’s managing stress, improving mental health, or adopting healthier habits. Coaches serve as motivators, accountability partners, and a source of encouragement.

At Avidon Health, we offer both:

  • Digital Coaching: Scalable and flexible, perfect for teams that need on-demand support and data-driven personalization.
  • Live Coaching: Interactive, tailored to individual or group needs, fostering stronger connections and deeper outcomes.

The beauty of health coaching is its versatility. Whether your employees need a quick check-in or in-depth guidance, coaching meets them where they are.


2. Why I Believe Health Coaching Is a Must-Have for Small Businesses

Let’s be honest—at this stage of your business, every dollar spent has to deliver ROI. I understand that scrutiny because I’ve been there. Health coaching delivers results that aren’t just theoretical; they’re measurable:

  • Employee Engagement: Engaged employees are the lifeblood of any small business. Health coaching fosters a sense of care and connection that directly impacts performance.
  • Reduced Turnover: I’ve seen firsthand how investing in employee well-being leads to better retention, even in highly competitive job markets.
  • Cost Savings: Preventive care lowers long-term healthcare expenses. One client saw a 20% reduction in claims within the first year of offering coaching.
  • Increased Productivity: Healthy employees show up more often—and when they do, they’re energized and focused.

Think about it: happier, healthier employees don’t just work harder; they stick around longer, and that saves you both time and money.


3. How Health Coaching Fits into Your Business

I know what you might be thinking—how do I fit this into everything else? Here’s the good news: implementing health coaching is simpler than you might imagine.

Here’s how many of our clients, including smaller businesses, roll it out:

  1. Start Small: Focus on a pilot program or a single department.
  2. Tailor the Approach: Use digital platforms for scalability and live coaching for a personal touch.
  3. Measure What Matters: Set clear goals, like reduced absenteeism or higher engagement scores.
  4. Promote It Well: Employees need to know what’s available and how easy it is to use.

health coaching


4. Lessons from the Field: Real-Life Impact

I’ve been fortunate to witness the ripple effects health coaching can create. One of our small business clients, with just 50 employees, implemented digital coaching and saw an immediate shift in engagement and morale. Another, a larger organization, incorporated live coaching and improved their employee satisfaction scores by 30%.

In both cases, the outcomes were undeniable: less burnout, more collaboration, and an overall boost in culture.


5. Why This Matters Now More Than Ever

I know firsthand the competing priorities you’re juggling. You’re trying to scale, attract top talent, and deliver results to your customers. But here’s what I’ve learned: prioritizing employee well-being is the foundation for all of those goals.

Health coaching is not just a benefit—it’s a message to your team that you value them as people, not just workers. That message resonates in ways that spreadsheets and strategy meetings can’t.


6. My Challenge to You

If you’ve read this far, you’re probably thinking about what health coaching could look like for your business. Here’s my challenge: Start small. Pilot a program, test its impact, and see what happens. I’ve seen it work time and again, and I believe it can work for you too.

At Avidon Health, this is what we do every day—help businesses like yours create thriving cultures where employees feel valued and supported. If you’re ready to explore what health coaching could mean for your team, let’s talk. I’d be happy to share more about how it’s helped other organizations succeed.

Conclusion

You’ve built something incredible. Let health coaching help you take it to the next level by creating a culture where your team can thrive. After all, your people are your greatest asset—and their well-being is the best investment you’ll ever make.

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Health Coaches

How to Incorporate DEIB into Your Coaching Practice

The Importance of Integrating Diversity Equity and Inclusion in Your Coaching Practice 

It is hard to escape conversations around Diversity, Equity, Inclusion and Belonging (DEIB). News headlines about expanding or shrinking workplace programs, or commentary on how race, gender, and other social categorizations impact the current climate, constantly bring up the subject of DEIB. Online coaching transcends geographical limits. This allows us to work with diverse clients reflecting society’s complexity. Health and wellness professionals need to improve cultural competency. This is increasingly important to effectively serve clients and elevate the standards of our coaching practice.

coaching practice

What is DEIB? 

Each of the terms Diversity, Equity, Inclusion and Belonging, isolated, has a distinct meaning, and used here, they build on the other.

In short, DEIB encourages us to cultivate diverse environments where everyone receives fair treatment and equal access to opportunities, acknowledging existing disparities. Building on that, we give individuals and their viewpoints a voice in the discussion. Because of this important interplay, these same individuals feel respected, valued and can show up and participate as their authentic self.  

While this might seem like a big lift, at its heart, it is about creating safe and supportive environments. Fundamentally, this is what we seek to do as coaches. Before we can ask a client to trust, share and connect with us, we need to create a space that invites them to do so. Growing our cultural competence achieves this. 

Empathy vs. Cultural Competence 

One hallmark of an exceptional coach is the ability to meet our clients where they are with empathy. Dr. Teresa Wiseman notes the four key attributes of empathy include:

  • Perspective taking
  • Refraining from judgment
  • Recognizing the emotion
  • Communicating our understanding about that emotion.

Specifically, I can understand what you are feeling, reflect it back, and provide some sort of meaningful support. Elaborating on that framework, Brene Brown highlights in her book, Atlas of the Heart, “We need to dispel the myth that empathy is ‘walking in someone else’s shoes.’ Rather than walking in your shoes, I need to learn how to listen to the story you tell about what it’s like in your shoes and believe you, even when it doesn’t match my experiences“.

While humans are hard-wired to have some level of empathy, it is a skill that we can continually develop to help us better connect with others. On the other hand, cultural competence is about gaining knowledge and understanding of different worldviews, while also being aware of your own cultural worldviews. Whether or not we like it, we all approach our day and interactions with our own unconscious views (sometimes biases) based on our culture and lived experience. Increasing our competence requires us to be aware of our views, how they might impact how we show up in the world and then expand beyond that. It is a deeper level of awareness.

Understanding Cultural Competence

Superficially, it seems if we were all merely more empathetic, then DEIB wouldn’t be a concern. However, this would be a faulty premise. Empathy is a skill that should be honed, while cultural competence is a knowledge base that needs to be fostered. The more culturally competent you become, the less uncomfortable you will be when posed with diverse and varied clients. And in doing so, you reduce the risk you will alienate, miss connection points, or provide harmful or inappropriate support.

To place this in context, suppose a transgender man shows up for a coaching appointment. You can be empathetic, listening to his challenges and health and wellness goals, but lack cultural competence, which can ultimately hurt your client. This can show up in overt ways, such as continually misgendering your client during session – or it can be more subtle, such as blanketly referring the individual to a medical practitioner that doesn’t provide or understand gender-affirming care. Neither of these things impact your ability to empathize (i.e., I believe you when you say x and I understand that must be hard). However, both things do a great deal of damage in creating a space where a person feels truly seen, respected, valued, and able to show up as his true self.

Cultural competence permits you to create ideal environments for practicing empathy with ease and depth. In supportive spaces, richer connections are fostered. And ultimately, this means successful outcomes.

Tips on How to Incorporate DEIB Into Your Coaching Practice 

How can you take steps towards practices that integrate DEIB into your coaching practice?DEIB

  • Continued Education: Most certifying boards require some continuous education, because we live in an ever-changing world. The same holds true for DEIB. Continue to explore resources on various cultures, identities and things like social determinants of health. The landscape changes rapidly, you want to stay connected and informed. 
  • Stay Curious: Asking questions, particularly ones that can be sensitive, is terror inducing. But sometimes the best way to learn is to inquire. 
  • Humility/Self-Awareness: Please do not fake it until you make it…. People are adept at picking up on insincerity, and that does more harm than good. Part of the first two bullets is this third one. Be aware of what you might not know or what makes you uncomfortable, give yourself some grace, and then learn or seek help from a mentor or peer. 
  • Accessibility/Inclusivity: Review the resources you leverage – are they full of services that only cater to a specific demographic? Do you use outdated terms? Can people with disabilities connect with you? Review your documents, content, and other materials you use. Then ask someone else to review them also.  

Conclusion

Finally, I also challenge you to think beyond the larger, often politicized social categorizations, such as race and gender. Sometimes overlooked, but equally important, are things such as age, access to healthcare, income inequalities (regardless of race), abilities (including neurodivergence and mental health), and religious beliefs. Understanding how these intersecting identities shape a unique human experience enables you to provide more supportive coaching sessions. This leads to successful outcomes for your clients and contributes to the continued growth of your coaching practice.

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HR & People Operations

8 Common Pitfalls of AI in Wellness Programs: How to Avoid Them

AI in Wellness Programs: The Promise and Peril

wellness programs8

Imagine this: A friendly chatbot greets an employee logging into their wellness platform, offering personalized stress management techniques based on their weekly check-ins.  It’s empathetic, precise, and adapts to their changing needs. Behind this interaction is the power of advanced Large Language Models (LLMs) like OpenAI’s GPT-4, Google’s BERT, Meta’s LLaMA, and Anthropic’s Claude.

These AI tools are rapidly transforming wellness initiatives, enabling organizations to address employee wellness at scale without losing the personal touch.

OpenAI’s GPT-4

Picture a virtual health coach powered by GPT-4. It drafts customized health goals, automates educational content, and even answers questions about fitness or nutrition. With its advanced language capabilities, GPT-4 supports wellness professionals by handling repetitive tasks, freeing them to focus on deeper engagement.

Google’s BERT

Think of BERT as the silent analyst in the background. This model excels at understanding the context behind employee feedback—identifying concerns like burnout or job dissatisfaction hidden in survey responses. With BERT, HR teams can proactively address issues before they escalate.

Meta’s LLaMA

In large organizations, LLaMA serves as an agile internal assistant. It can synthesize best practices from thousands of wellness resources, delivering insights tailored to company culture. LLaMA’s lightweight design makes it ideal for seamless integration with existing systems.

Anthropic’s Claude

When employees seek mental health support, Claude provides empathetic, safe interactions. Imagine a discreet, AI-powered resource where employees can explore stress-relief techniques or mindfulness practices—delivered with a human-like sense of care and reliability.

Together, these tools are reshaping wellness strategies. However, careful navigation of potential pitfalls is necessary to ensure success with any powerful innovation.


Pitfall 1: Ignoring Data Privacy
  • Problem: Mishandling sensitive employee health data can lead to breaches and erode trust.
  • Solution: Ensure compliance with regulations like HIPAA or GDPR. Use encryption and anonymized data systems for tools like GPT-4 or Claude.
Pitfall 2: Over-Reliance on AI Insights
  • Problem: Solely depending on AI-generated insights can lead to oversights, ignoring individual nuances.
  • Solution: Combine AI insights from LLaMA or BERT with human wellness professionals for balanced decision-making.
Pitfall 3: Bias in AI Algorithms
  • Problem: AI trained on biased data may exclude or misrepresent certain employee groups.
  • Solution: Regularly audit LLMs like BERT for fairness and train models on diverse datasets.
Pitfall 4: Lack of Transparencywellness programs
  • Problem: Employees may distrust AI if they don’t understand how their data is being used.
  • Solution: Clearly communicate how LLMs like GPT-4 process and safeguard their information.
Pitfall 5: Poor Integration with Existing Programs
  • Problem: Standalone AI tools may feel redundant or disconnected from broader wellness initiatives.
  • Solution: Use LLaMA or GPT-4 to complement existing wellness frameworks, ensuring seamless integration.
Pitfall 6: Inadequate Training for Users
  • Problem: Employees and HR teams may struggle to engage effectively with new AI tools.
  • Solution: Provide training sessions to familiarize users with tools like Claude and show their benefits.
Pitfall 7: Ignoring the Human Element
  • Problem: Over-automation can reduce the personal touch in wellness programs.
  • Solution: Leverage Claude for empathetic AI interactions, but maintain human oversight to foster trust and connection.
Pitfall 8: Failing to Measure Effectiveness
  • Problem: Without clear metrics, it’s hard to evaluate the impact of AI on wellness outcomes.
  • Solution: Define KPIs like stress reduction or employee satisfaction and analyze results using tools like BERT.
Conclusion

By carefully navigating these potential pitfalls and prioritizing a human-centered approach, organizations can leverage the power of AI to enhance their employee wellness programs. AI can become a valuable tool for improving employee well-being, boosting engagement, and creating a healthier and happier workforce.

 

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HR & People Operations

How to Preserve Company Culture as You Scale to 100 Employees

Navigating Growth: How to Preserve Company Culture as You Scale to 100 Employees”

company cultureIf you’re reading this, chances are you’re navigating the exciting but challenging moments of rapid growth. Maybe your company is doubling in size, or you’re adding new layers of management for the first time. Exciting, right? But let’s be honest: it’s also a bit terrifying, especially when it comes to preserving the unique company culture that has made your team successful.”

As a two-time Inc. 5000 honoree, I’ve been fortunate to connect with founders of fast-growing companies who’ve successfully scaled past 50 and 100 employees. Through these conversations, one theme stands out: growth can strain—even break—the very culture that made your company special. But it doesn’t have to.

I’m sharing the stories, lessons, and actionable strategies from these seasoned entrepreneurs to help you scale your team without losing the soul of your organization.


The Common Thread: Early experiences build company culture.

Many founders revealed the surprising fact that they plant the seeds of culture long before scaling becomes a reality. It starts with the very first hires—their values, behaviors, and how they embody the company’s mission. If you wait until you’re at 50 employees to think about culture, you’re already behind.

One founder told me about their experience building a marketing agency. When they were just five people, they took an afternoon off to brainstorm a list of “non-negotiables”—values they wanted to guide every decision. “We weren’t hiring for roles,” they said, “we were hiring for alignment.” That prior work paid off when the team grew to 80 people. Those original values became a filter for hiring and performance, keeping the culture intact.

Takeaway:

Start small and define your culture early.

  • Create a one-page “culture manifesto” with your team.
  • Identify and document your core values.
  • Use these values to guide every hire, even if it slows the process.

The Breaking Point: 50 Employees

The transition from a close-knit team to a larger organization is where many founders hit their first cultural roadblocks. Communication silos form. New hires outnumber early employees, diluting traditions. It’s easy to feel like the culture is slipping away.

One founder shared how they realized this when their weekly team lunches—the highlight of the week—felt chaotic and impersonal. “We had 60 people crammed into a room that used to hold 20,” they said. The solution? Smaller, team-based gatherings. Each department started hosting their own version of the weekly lunch, preserving the intimacy and connection that made the original practice so meaningful.

Takeaway:

Rethink traditions to scale with your team.

  • Identify which rituals need adapting for a larger team.
  • Introduce team-specific versions of your traditions to maintain connection.
  • Host quarterly culture “check-ins” to evaluate what’s working.

The Tipping Point: 100 Employees

Hitting 100 employees often signals the need for systems and processes to maintain company culture. Without them, rapid hiring, new leadership layers, and geographic expansion can pull the organization in different directions.

company cultureOne CEO of a software startup described their wake-up call: a top-performing employee resigned, citing a “disconnect” between the company’s stated values and how decisions were being made. “It hit me hard,” the CEO admitted. In response, they launched leadership training for all managers, emphasizing how to embody company values in everyday decisions. They also created a “values in action” award, recognizing employees who exemplified the culture.

Takeaway:

Codify your culture to make it scalable.

  • Develop leadership training that teaches managers how to model your company culture.
  • Incorporate cultural alignment into performance reviews.
  • Create recognition programs to celebrate cultural champions.

What the Best Companies Do Differently

From these conversations, I noticed a few standout strategies that the best leaders use to preserve culture during growth:

  1. Communicate Relentlessly:
    One founder shared how they implemented monthly all-hands meetings, using storytelling to reinforce the company’s mission and values. “People need to hear the same message in different ways,” they said.
  2. Over-Invest in Onboarding:
    Another founder described onboarding as their “secret weapon” for culture-building. New hires spent their first two weeks immersed in the company’s history, values, and stories of employee impact.
  3. Be Willing to Let Go:
    “Not everyone will grow with you,” said one CEO candidly. They stressed the importance of parting ways with employees who no longer align with the culture, even if they were valuable in earlier stages.

Takeaway:

Be proactive and intentional.

  • Use onboarding to embed culture early.
  • Host storytelling sessions to reinforce values.
  • Don’t hesitate to make tough decisions to protect your culture.
Conclusion

Growth can be both exhilarating and daunting, but the entrepreneurs I’ve spoken with all agree on one thing: culture is your company’s most valuable asset. It’s not just a “nice-to-have”—it’s the glue that holds everything together as you scale.

If you’re reading this, chances are you’re already doing something right. You care about the culture you’ve built, and that’s half the battle. Now, the challenge is to nurture it intentionally, adapt it thoughtfully, and protect it fiercely as your team grows.

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HR & People Operations

How to Evaluate Your Corporate Wellness Program

Mastering Corporate Wellness Program Evaluation: A Beginner’s Guide

corporate wellness program

When executed well, a corporate wellness program can reduce absenteeism, improve productivity, and boost morale. However, many organizations fall short in one crucial area: evaluating the effectiveness of their programs.

If you’ve ever wondered whether your wellness program is truly meeting its goals or how to make it better, this guide is for you. Let’s dive into the key components of a successful evaluation and how to use the results to drive meaningful change.


Why Evaluate Your Wellness Program?

Wellness programs are an investment, and like any investment, they should deliver measurable returns. Here are some benefits of evaluating your program regularly:

  • Align with Organizational Goals: Ensure your program supports company objectives, such as reducing healthcare costs or improving employee satisfaction.
  • Identify Participation Gaps: Understand who is engaging with the program and why others are not.
  • Enhance ROI: Use data to allocate resources more effectively and improve outcomes for both employees and the organization.
  • Increase Satisfaction: Tailor your program to better meet the needs of your workforce.

Regular evaluations empower you to address weaknesses and build a program that employees value.


The Core Components of a Wellness Program Check-Up

A thorough evaluation starts by examining these core components:

1. Engagement Components

  • Management Involvement: Are leaders visibly participating in wellness activities and promoting the program?
  • Apps & Trackers:corporate wellness program Are digital tools being utilized effectively to monitor progress and encourage participation?
  • Communication: Is the program being promoted in ways that resonate with employees (e.g., newsletters, team meetings, or posters)?
  • Incentives: Are rewards motivating employees to participate and complete wellness initiatives?

2. Risk Identification

  • Biometric Screenings: Are employees aware of their health metrics, like blood pressure and cholesterol levels?
  • Health Risk Assessments: Are surveys being used to identify lifestyle risks such as smoking or inactivity?
  • Claims Analysis: What trends can you identify in health insurance claims that your program could address?

3. Risk Stratification

Categorizing employees based on their health and lifestyle habits can help you better target interventions. Consider these groups:

  • Healthy with Healthy Lifestyles: Maintain their engagement through challenges and education.
  • Healthy with Unhealthy Lifestyles: Offer coaching and tools to support positive changes.
  • Unhealthy Individuals: Provide access to medical interventions and ongoing support.

Analyzing the Data for Insights

Numbers don’t lie, and data analysis is at the heart of an effective corporate wellness program evaluation. Here are key metrics to review:

  • Participation and Completion Rates: Measure how many employees join and complete activities or programs.
  • Health Risk Reductions: Track improvements in key metrics like weight, blood pressure, or smoking cessation.
  • Satisfaction Surveys: Use feedback to gauge how well the program meets employee needs.
  • Financial Impact: Assess whether claims costs are decreasing and calculate savings from reduced absenteeism.
  • Productivity Metrics: Are employees reporting better focus or energy levels after engaging in wellness initiatives?

These insights will guide decisions on where to improve or invest further.


Building a Plan for Continuous Improvement

Evaluation is not a one-time task—it’s an ongoing process. Use your findings to make data-driven adjustments. Here’s how:

  • Iterate on Interventions: Introduce new initiatives based on feedback and data trends. For example, if participation in group fitness classes is low, consider offering more flexible virtual options.
  • Implement Feedback Loops: Regularly ask employees what’s working and what’s not, then refine your approach. corporate wellness program
  • Measure Outcomes: Track the results of changes to ensure they’re delivering the desired improvements.

Continuous improvement is key to keeping your program relevant and effective.

Conclusion

Evaluating your corporate wellness program doesn’t just benefit the bottom line; it ensures your employees feel supported and valued. By following the steps outlined in this guide, you’ll not only improve your program’s effectiveness, but also foster a healthier, happier workforce.

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HR & People Operations

Transitioning to a Remote Workforce? Here’s How to Reduce Team Burnout

Building a Thriving Remote Workforce: Strategies for Success

Remote workforce

A couple of years ago, we made a significant shift: we closed our offices in Cranford, New Jersey, and San Diego, California, and transitioned to a fully remote workforce. It felt like a leap into the unknown, but we knew it was the right move for our team and our business. While remote work brought flexibility and opened up opportunities, it also came with challenges—one of the biggest being burnout.

Over time, we’ve learned a lot about what works (and what doesn’t) for supporting a healthy work-life balance for a remote team. Drawing from our experiences and supported by industry research, we’ve implemented strategies to foster a healthy work-life balance for our remote team.

1. Addressing the “Always-On” Culture

Remote work can blur the lines between professional and personal life, leading to an “always-on” mentality. This constant connectivity increases stress and diminishes productivity. Furthermore, research from organizations like the American Psychological Association has shown that remote work can increase stress levels for some employees, with studies indicating that remote workers often report higher levels of stress compared to in-person workers.

Our Approach:

  • Set Clear Expectations: Specifically, we established communication guidelines, discouraging after-hours emails and promoting defined work hours.

  • Utilize “Do Not Disturb” Tools: Encouraging the use of status indicators helps team members manage availability and personal time.

  • Implement Digital Detoxes: Company-wide no-meeting days provide space for focused work and reduce digital fatigue.

2. Combating Screen FatigueRemote workforce

Prolonged screen time can lead to fatigue and decreased focus. Research from Stanford University identified “Zoom fatigue” as a significant issue, highlighting the cognitive load of video conferencing.

Our Approach:

  • Encourage Movement: We introduced wellness programs with stretch breaks and step challenges to promote physical activity.

  • Promote Regular Breaks: Reminders through communication tools prompt team members to take short, frequent breaks.

  • Lead by Example: Managers model healthy behaviors by taking breaks and sharing self-care practices.

3. Fostering Social Connections

Remote work can lead to feelings of isolation. A report by Buffer indicated that 20% of remote workers cite loneliness as their biggest challenge. Therefore, we prioritize building and maintaining social connections within our team.

Our Approach:

  • Virtual Social Events: We host activities like trivia nights and coffee chats to build personal connections.

  • In-Person Meetups: Budgeting for occasional team gatherings helps maintain face-to-face interactions.

  • Peer Networks: Mentorship programs foster relationships and a sense of belonging.

4. Redefining Flexibility

True flexibility goes beyond remote work; it involves accommodating individual needs. This aligns with findings from the American Psychological Association’s 2023 Work in America Survey, which highlighted that remote worker reported higher satisfaction with their work-life balance compared to in-person workers.

Our Approach:

  • Custom Schedules: Allowing employees to tailor their hours around personal commitments enhances balance.

  • Empathetic Leadership: Training managers to focus on outcomes rather than hours worked fosters trust and support.

  • Practical Support: Creating out-of-office opportunities like volunteer days and other ways to connect with our communities.

Conclusion

Our journey to a fully remote workforce has been both challenging and rewarding. By addressing the always-on culture, combating screen fatigue, fostering social connections, and enabling true flexibility, we’ve created a supportive environment where our team thrives. These strategies, supported by industry research, have been instrumental in reducing burnout and promoting well-being. We hope our experiences offer valuable insights for organizations navigating similar transitions.

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Health Coaches

Moving into the Golden Years: Senior Fitness

The Importance of Movement for Seniors: Needs, Benefits, and Science-Backed Solutions

As individuals age, maintaining an active lifestyle becomes increasingly critical for health and well-being. Yet, many seniors struggle to incorporate adequate movement into their daily lives, often due to physical limitations, misconceptions about exercise, or a lack of accessible senior fitness programs. This gap between what seniors should be doing and what they are actually doing presents both a problem and an opportunity—one that can significantly impact not only individual lives but also the broader healthcare system.

The Problem: A Widening Activity GapSenior fitness

Data suggests that many seniors are not meeting recommended activity levels. According to the World Health Organization (WHO), adults aged 65 and older should engage in at least 150 minutes of moderate-intensity aerobic activity each week, along with muscle-strengthening exercises twice weekly. However, studies show that fewer than 20% of seniors achieve these benchmarks. The reasons for this are multifaceted, including physical discomfort, fear of injury, social isolation, and a lack of knowledge about appropriate exercise options.

This inactivity contributes to a range of adverse outcomes, from diminished mobility and loss of independence to increased risk of injury and the onset of chronic diseases such as obesity, diabetes, and cardiovascular conditions. The opportunity lies in bridging this gap through targeted movement programs designed to meet the unique needs of older adults.

The Benefits of Movement: Individual and Systemic

The benefits of regular movement for seniors are profound, extending beyond physical health to encompass mental and emotional well-being.

1. Individual Benefits

● Physical Health: Consistent movement helps maintain muscle mass, bone density, and joint flexibility. Functional fitness—the ability to perform everyday tasks such as climbing stairs, carrying groceries, or getting up from a chair—is a cornerstone of independence. Additionally, exercise reduces the risk of falls, a leading cause of injury and hospitalization in older adults.

● Chronic Disease Prevention: Regular activity can help prevent or manage conditions like obesity, type 2 diabetes, and hypertension. It also supports better cardiovascular health and improved metabolic function.

● Neurological Health: Movement, especially activities that challenge coordination and balance, has been shown to delay the onset of neurological diseases such as Parkinson’s and Alzheimer’s. Exercise also enhances cognitive function and mood, reducing the risk of depression and anxiety.

● Enhanced Quality of Life: Staying active fosters a sense of purpose and confidence, enabling seniors to participate in social activities and hobbies they enjoy.

2. Systemic Benefits

● Reduced Healthcare Costs: Seniors who engage in regular exercise are less likely to require expensive medical interventions. A lower incidence of falls, chronic diseases, and hospital admissions translates to significant savings for healthcare systems.

● Improved Caregiver Support: Active seniors are more independent, reducing the burden on family members and caregivers. This contributes to better mental health for all involved.

The Science of Movement Training for Seniors

Emerging research underscores the importance of senior fitness programs for older adults. While general exercise is beneficial, specific types of training can enhance resilience and capacity in targeted ways.

1. Functional Fitness Training

Functional fitness focuses on exercises that mimic everyday activities, helping seniors maintain their ability to perform essential tasks. For example, squats improve the ability to rise from a chair, while carrying weights simulates carrying groceries. Research shows that functional training improves strength, balance, and coordination, reducing the risk of falls and injuries.

2. Balance and Coordination Exercises

Activities like tai chi, yoga, and balance drills improve proprioception—the body’s awareness of its position in space. Such practices have been shown to decrease fall risk by enhancing stability and reaction time.

3. Strength Training

Resistance training helps counteract age-related muscle loss (sarcopenia) and supports bone health. Incorporating weights, resistance bands, or bodyweight exercises can significantly improve physical capacity and reduce frailty.

Senior fitness
Senior fitness doesn’t need to be complicated

4. Aerobic Activity

Cardiovascular exercises such as walking, swimming, group classes, or cycling improve heart health, lung capacity, and overall endurance. Even moderate-intensity activities can provide substantial benefits when performed regularly.

5. Cognitive-Movement Integration

Programs that combine physical movement with cognitive challenges, such as dancing, ping pong, or martial arts, have shown promise in boosting brain health. Such activities engage multiple areas of the brain, enhancing neuroplasticity and cognitive resilience. These activities can also be designed to be enjoyable through some form of gamification and social engagement.

Practical Movement Solutions for Seniors

Implementing senior fitness programs doesn’t have to be complicated. When enacted thoughtfully, these programs can foster a sense of confidence, structure, and connectedness among participants, ultimately enhancing adoption and retention rates. Here are some practical examples of activities that have shown to be easily adopted and sustained:

● Walking Groups: Social walking clubs encourage regular activity and combat isolation.

● Chair Exercises: For those with mobility issues, seated exercises using light weights or resistance bands can improve strength and flexibility.

● Balance Classes: Community centers often offer classes focused on balance and coordination, such as tai chi or beginner yoga.

● Home Routines: Simple home-based routines, such as squats, step-ups, or stretching exercises, can be performed with minimal equipment.

● Engaging Technology: Fitness apps and virtual classes designed for seniors can provide structured guidance, education, and motivation. The asynchronous nature of digital movement programs also enhances convenience and access by meeting participants where they are and when they are ready.

Bringing Down Barriers

As lifespans continue to increase, addressing the needs of the senior population represents an impactful and unique opportunity for both the commercial and community health and fitness industry. One of the most viable pursuits lies in augmenting the current senior facility and service models.

● The Physical Environment: It is important that the facilities and equipment are welcoming and accessible. Everything from parking to getting on and off equipment easily and safely should be considered.

● Staffing Expertise: Seniors have distinct needs, and having staff that understand how to support, educate, and engage this population is critical to success.

● Critical Partnerships: Successful program development requires collaborations with referral networks and key community partners like hospitals, physician practices, senior centers, and faith-based organizations.

● Cost: For many seniors, financial strain can be a significant barrier to accessing care. Providing grants and subsidies to reduce the cost of these programs can play a major role in increasing participation.

● Objective and Subjective Outcomes: Facilities investing in a more value-based care model, focused on preventative actions and a patient-centered approach, have seen higher patient satisfaction and lower costs of care. Providing quantifiable data supporting key factors like engagement and outcomes can enable senior programs to receive both recognition and investment, both critical components in broadening access and acceptance.

Conclusion

Movement is a powerful tool for seniors, offering significant benefits for both individuals and the systems that support them. By addressing the barriers to physical activity and leveraging science-backed training approaches, we can help seniors lead healthier, more resilient lives. Whether through patient-centered programs, home exercises, or innovative technologies, the key lies in promoting accessible, enjoyable, and effective movement options. The journey to better health begins with a single step—and for seniors, every step counts.

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HR & People Operations

Drive Participation: Proven Strategies for Corporate Wellness Programs

The Recipe for Success: Key Ingredients for Engaging Corporate Wellness Programs

Corporate Wellness Programs

Corporate wellness programs aim to enhance employee health and well-being, but their success depends on active participation and ongoing engagement. So, how can we ensure that participation rates continue to grow? A “hybrid” approach that combines digital solutions with on-the-ground initiatives is key. Here are some effective strategies to boost participation in corporate wellness programs. 

User-Friendly Platforms

Not all platforms are created equal. Ensuring that your digital solution is easy to navigate is the first step. Consider whether participants can find what they need without assistance. Users typically spend only a minute trying to figure out a new app or task before abandoning it for a more user-friendly option.

Mobile Accessibility 

Can program participants access wellness resources on the go? With 92% of people in the U.S. owning a smart device in 2023—compared to 82% who own a laptop—mobile accessibility is crucial. This allows employees to track their progress and participate in activities anytime, anywhere.

Gamification

Incorporating gamification elements such as challenges, leaderboards, and rewards can make the wellness program more engaging and enjoyable, motivating employees to participate regularly.

Personalized Content

Utilizing data analytics to offer personalized recommendations and content can significantly increase engagement rates and outcomes. Tailored fitness plans, company-specific themes, and mental health resources will make the program more relevant to individual needs.

Telephonic/On-site Health Coaching

Providing personalized health coaching to employees allows for a tailored approach to the employees’ health journey. Health coaches are a great way to help foster positive behavior change and increase motivation in various sectors of health and wellness. 

Regular Communication

Sending consistent updates, reminders, and motivational messages through emails, push notifications, or newsletters keeps wellness top-of-mind. Prioritizing communication helps increase engagement rates and attract new program participants.

Virtual Events and Webinars 

Hosting virtual fitness classes, wellness webinars, and Q&A sessions with health experts can provide valuable information and foster a sense of community among employees.

Corporate Wellness Programs

Onsite Activities

Organize onsite employee wellness activities such as fitness classes, health screenings, and wellness fairs to encourage employee participation during work hours.

Final Thoughts

Increasing participation in corporate wellness programs requires a combination of digital and on-the-ground strategies. By creating an engaging, accessible, and supportive environment, companies can motivate employees to take an active role in their health and well-being. Investing in these strategies not only enhances participation but also contributes to a healthier, more productive workforce. 

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Health Coaches

Women’s Health: Postpartum Fitness and Where to Begin

Women’s Health: Postpartum Fitness and Where to Begin postpartum fitness

First, I want to start by congratulating you. You just brought a tiny human into the world, that is huge! Truly, it is one of the hardest jobs in the world, and you did it. Even if you gave birth years ago, this could still apply to you. The postpartum period can last well beyond the six-to-twelve-week mark, where we get clearance from our doctor to start light exercise again. This is where focusing on postpartum fitness becomes crucial.

There is so much to say surrounding the topic of postpartum health, but today I want to focus on postpartum fitness and where to begin. Your pelvic floor goes through a major shift while growing your little one and the birthing process, whether that is vaginal birth or c-section. Because of this, it is so important to give yourself proper healing time and exercises to restore its natural function. Depending on how you gave birth can also affect your recovery and what you will need to address to return to daily activities and physical fitness. That is where pelvic floor physical therapy comes into play and is the perfect place to start your fitness journey. 

Pelvic Floor Physical Therapy Postpartum fitness

Let’s break down what your pelvic floor is and what functions it serves. Both men and women have a pelvic floor, and this is classified as the muscles and tissues that support your pelvis that house your uterus, bowels, and bladder. Have you ever heard of pelvic floor physical therapy? Most women (and men) I’ve encountered are unfamiliar with it, but if you have, that’s great! PFPT can help you re-learn how to breathe properly, and yes, I said breathe properly. Who knew there was a wrong way to breathe? It also helps you to relearn how to engage and activate your core muscles that serve a daily purpose in everything we do from sitting, to standing, to holding our growing kids and much more. If you delivered via c-section, working with a PFPT to mobilize your scar tissue will aid in breathing and core restoration.  

How Do I Know If This Applies to Me? 

Many women experience postpartum pelvic floor dysfunction without realizing it. You may have also been told, “you just had a baby, that is normal!” I am here to share with you, it may be common, but it is not normal. Pelvic floor dysfunction can look like diastasis recti, bladder incontinence, sexual dysfunction, back and hip pain, postural changes, feeling like you can’t take a deep breath, still looking “pregnant” even after birth and much more. If you find yourself struggling in any of these areas it would be a great time to discuss with your care provider seeking out a pelvic floor physical therapist. After all your hard work to grow and birth a human, it is time to get the proper help and healing you need to be strong and continue to thrive in your postpartum era. Let pelvic floor physical therapy help you take that first step.  

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