Author: Clark Lagemann

Clark is a dedicated healthcare innovator and award-winning entrepreneur who transitioned from a successful corporate career to tackle the inefficiencies of the healthcare industry. As the co-founder and CEO of Avidon Health, Clark has spearheaded efforts to transform healthcare through innovative solutions and a relentless commitment to improving the wellbeing of individuals worldwide.

In addition to his daily responsibilities, Clark is committed to mentoring and empowering the next generation of innovators. As the founder of Scarlet Startups, the largest entrepreneurial organization for students and alumni at Rutgers University, he strives to motivate both students and entrepreneurs to reach their fullest potential.

Health Coaches

How Health Coaching Can Focus Participants For Better Outcomes

Post author By Clark Lagemann
Post date March 18, 2025

How Health Coaching Can Motivate Participants to Set and Achieve Transformative Goals

One of the most rewarding yet challenging tasks is engaging participants to set and commit to meaningful goals. Many clients may feel uncertain, overwhelmed, or even unmotivated to make a change. But as health coaches, your role is pivotal in unlocking their potential for transformation. By using strategies grounded in the Transtheoretical Model (TTM), you can guide clients toward progress and help them achieve sustained success.

Here’s how to meet your clients where they are and support them in creating and achieving transformative goals.

Understand Your Participant’s Stage of Change

Behavioral change isn’t a one-size-fits-all process. The TTM offers a framework to identify where participants are in their readiness for change:

Precontemplation: Unaware or resistant to change.
Contemplation: Aware but uncertain about acting.
Preparation: Ready to set goals and take small steps.
Action: Actively working toward their goals.
Maintenance: Sustaining progress and avoiding relapse.

Tailoring your health coaching strategies to each stage ensures that participants feel supported and understood.

Strategies for Each TTM Stage

Precontemplation Stage: Build Awareness
Clients in this stage may not recognize the need for change or see the value in setting goals. Your role is to gently spark curiosity and provide education without overwhelming them.

Share relatable success stories that mirror their experiences.
Highlight long-term benefits, focusing on areas they care about, like energy levels, stress management, or work-life balance.

Contemplation Stage: Explore Motivations
At this stage, clients consider change but may feel stuck in weighing pros and cons. Help them build internal motivation.

Ask open-ended questions: “What would success look like for you?”
Frame change as an opportunity rather than a burden.
Provide data or tools that help them visualize progress, like health metrics or case studies.

Preparation Stage: Create Actionable Goals
Once participants are ready, co-create SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) that align with their values.

Use digital tools, like habit-tracking apps or fitness platforms, to make goals tangible.
Offer trial programs or small challenges that provide an early sense of achievement.

Action Stage: Sustain Engagement
Clients actively working toward their goals need consistent reinforcement to stay motivated.

Introduce gamification, such as earning badges for milestones or participating in friendly competitions.
Build a support network by connecting participants with peers pursuing similar goals.

Maintenance Stage: Prevent Stagnation
Once participants reach their goals, focus on sustaining momentum and preventing relapse.

Encourage advanced goal-setting to push boundaries further (e.g., transitioning from walking to running).
Provide ongoing feedback and celebrate long-term progress with meaningful rewards.

Building Trust and Accountability

Trust is the cornerstone of any health coaching relationship. Participants are more likely to commit to goals when they feel supported.

Regular Check-Ins: Use these to celebrate wins, address obstacles, and adjust goals.
Nonjudgmental Coaching: Create a safe space where participants can openly share setbacks without fear of criticism.

By fostering accountability through trust, you strengthen the participant-coach bond, leading to greater adherence and success.

Celebrate Progress, Not Just Outcomes

Many clients struggle with feeling that only the end result matters. Shift the focus to celebrating progress to keep motivation high.

Recognize small milestones, like completing their first week of meal prep or walking consistently for a month.
Offer creative rewards, such as personalized achievement certificates, social media shoutouts, or early access to premium coaching content.

Closing Thoughts

Engaging participants in goal setting is both an art and a science. By leveraging the Transtheoretical Model and tailoring strategies to their readiness for change, health coaches can empower clients to unlock their potential. From sparking initial awareness to celebrating sustained success, every stage of the journey matters.

Research & Insights

Case Study: Powering Behavior Change Through the TTM

Post author By Clark Lagemann
Post date February 27, 2025

Case Study: Powering Behavior Change Through the TTM

How Health Coaches Can Drive Digital Engagement Using the Transtheoretical Model

Health coaching has evolved from face-to-face interactions to digital platforms, where engaging clients consistently is a challenge. While digital tools offer unprecedented convenience, maintaining long-term client involvement requires an understanding of behavior change psychology. The Transtheoretical Model (TTM), also known as the Stages of Change Model, offers health coaches a framework for tailoring their coaching strategies based on where clients are in their behavior change journey.

In this article, we’ll break down how health coaches can apply the TTM to boost engagement, encourage behavior change, and ultimately help clients achieve lasting health outcomes through digital platforms.

Understanding the Transtheoretical Model (TTM)

The TTM outlines five stages that individuals pass through when changing a behavior:

Precontemplation – The client is not yet considering change and may be unaware of its necessity.
Contemplation – The client acknowledges the need for change and starts considering it.
Preparation – The client prepares to take action and begins small steps toward change.
Action – The client actively implements change.
Maintenance – The client works to sustain the new behavior and prevent relapse.

For health coaches, understanding which stage your client is in is key to customizing your approach. By aligning your coaching strategies with their stage of change, you can boost engagement and help clients navigate their health journey more effectively.

Applying the TTM to Digital Health Coaching

Stage 1: Precontemplation – Sparking Awareness

In this stage, your clients may not even realize they need to change, or they may be resistant. It’s crucial to raise awareness and educate them without overwhelming them.

Digital Coaching Tips:

Provide educational content through blogs, short videos, or webinars to highlight the benefits of behavior change.
Use gentle nudges like app notifications or emails that don’t overwhelm but introduce key health concepts.
Use case studies or client testimonials to demonstrate the transformative power of health coaching.

Stage 2: Contemplation – Nurturing Intentions

Your client recognizes the need for change and is considering taking action. This is the moment to inspire motivation and help them make a plan.

Digital Coaching Tips:

Introduce personalized content based on their health goals. Tailor notifications or emails to highlight their specific needs.
Schedule 1:1 virtual coaching sessions to talk through their concerns and outline potential next steps.
Offer progress tracking tools to show how incremental changes can lead to larger outcomes, helping them visualize success.

Stage 3: Preparation – Taking the First Step

At this stage, clients are ready to take action, and your role is to support their commitment. They may need guidance on choosing the right tools or resources to succeed.

Digital Coaching Tips:

Use goal-setting features on your platform that let clients break down large goals into manageable steps.
Provide reminders and prompts to keep them accountable for their health actions.
Encourage trial programs or starter challenges that ease clients into new behaviors, allowing them to gain small wins early on.

Stage 4: Action – Sustaining Engagement

Your client is now actively making changes, and your focus should be on maintaining engagement, especially through the hurdles of daily life.

Digital Coaching Tips:

Utilize gamification to make the process more engaging, such as rewards for streaks or challenges.
Provide personalized progress reports through apps, emails, or dashboards that give clients real-time feedback on their improvements.
Offer virtual group sessions or support forums where clients can connect with peers, fostering community engagement.

Stage 5: Maintenance – Preventing Relapse

Clients who reach the maintenance stage have made significant progress, but the challenge now is to prevent relapse. Coaches should focus on reinforcing habits and offering continuous support.

Digital Coaching Tips:

Schedule regular check-ins (monthly or quarterly) through calls or video sessions to review their progress and adjust strategies.
Offer advanced goal-setting or new challenges to keep the momentum going.
Provide peer support or invite them to act as a mentor to new clients, fostering a sense of responsibility and achievement.

Leveraging Digital Tools for TTM-Based Coaching

As a health coach, your digital toolkit is key to applying the TTM effectively. Consider using these strategies:

Behavioral Triggers: Use push notifications or email prompts to align with the client’s stage of change.
Cognitive Training Tools: Incorporate mental training exercises that help reinforce healthy habits, such as mindfulness practices or stress management modules.
Data Integration: Connect your coaching platform with wearables to provide clients with real-time data that empowers them to make better health decisions.

Why This Matters for Health Coaches

Understanding the Transtheoretical Model allows you to tailor your coaching strategies to each client’s unique journey. Digital engagement isn’t just about sending reminders or tracking progress—it’s about creating a personalized experience that meets the client where they are. By implementing TTM-based strategies in your coaching practice, you can significantly enhance client engagement, drive better health outcomes, and build stronger, longer-lasting relationships.

Final Thoughts

For health coaches, the shift to digital platforms presents both a challenge and an opportunity. By understanding your clients’ readiness to change and using the Transtheoretical Model, you can create a more personalized, engaging experience that meets them exactly where they are on their journey to better health. Whether they’re at the very start or maintaining progress, you’ll have the tools and insights needed to guide them effectively.

Interested in taking your health coaching practice to the next level?
Download our comprehensive literature review on how to drive digital engagement and behavior change using the Transtheoretical Model. This in-depth guide offers research-backed strategies for improving client retention, using cognitive training tools, and ensuring long-term success.

About Avidon Health

Avidon Health provides innovative health coaching solutions to personalize engagement and create behavior change at scale. We are a team of behavior change experts who empower people to make positive life changes by focusing on the individual, not just the condition. Avidon’s core product, Engagement Rx, is a digital health coaching platform used to improve adherence and outcomes for diverse populations, and includes an interactive eLearning portal, coach CRM, and Content Design Studio. This turnkey-but-customizable solution can serve as a standalone portal or embed within existing platforms to deliver personalized learning using proven behavior change frameworks.

Download here.

Related Resources

Burn Bright, Not Out: How to Spot Trouble Signs

“Practical Stress Management Tips To Overcome Stress At Work”

How to Get the Most Out of Your Health Coaching

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HR & People Operations

Unlock Wellness Benefits: Targeted Tips For Better Employee Success

Post author By Clark Lagemann
Post date February 12, 2025

Maximizing the Impact of HR Wellness Benefits: Strategies to Drive Utilization and Employee Buy-In

With over ten years of experience guiding organizations in the creation, implementation, and optimization of workplace wellness programs, one principle stands out unequivocally: there is no universal solution. Throughout my career, I’ve witnessed companies flourish through internally developed initiatives, collaborations with esteemed national programs, and the crafting of highly personalized wellness strategies. The consistent factor across these successes is not the pursuit of the “perfect” program, but the dedication to discovering what best aligns with each organization’s unique culture and needs. Leveraging this deep expertise, here are some actionable strategies designed to help HR leaders enhance the effectiveness of their wellness benefits, ensuring greater utilization and stronger employee commitment.

The Critical Role of Wellness Programs

Employee wellness programs have transformed from optional perks to essential elements of a thriving workplace. These programs are pivotal in boosting employee health, reducing absenteeism, and enhancing overall productivity. By addressing various aspects of well-being—physical, mental, and emotional—wellness initiatives create an environment where employees can excel both personally and professionally. Furthermore, companies that prioritize comprehensive wellness programs often see increased job satisfaction and higher retention rates, making these programs integral to effective talent management.

The Challenge of Utilization

Despite the undeniable advantages, many organizations grapple with low participation rates in their wellness programs. Even the most thoughtfully designed initiatives can remain underutilized if employees are unaware of them, find them difficult to access, or don’t see them as relevant to their personal needs. Overcoming these barriers is crucial for HR leaders who aim to maximize the return on investment in wellness benefits and ensure these programs genuinely support their workforce.

1. Understanding the Barriers to Utilization

Common Obstacles

Several factors can hinder employee engagement with wellness programs:

Insufficient Awareness: Employees may lack full information about wellness benefits and how to access them.
Time Constraints: Heavy workloads and busy schedules can lead employees to feel they lack the time to participate in wellness activities.
Cultural Barriers: If the organizational culture does not prioritize wellness, employees may be reluctant to engage or feel supported in their wellness efforts.
Privacy Concerns: Worries about the confidentiality of personal health information can deter employees from using certain wellness services.

Gathering Employee Feedback

To effectively tackle these barriers, it is essential to obtain direct input from employees. Using surveys, focus groups, and individual interviews can uncover specific challenges and preferences within the organization. By understanding the unique needs and concerns of employees, HR leaders can tailor wellness programs that resonate more deeply and remove obstacles to participation.

2. Strategies to Increase Awareness and Accessibility

Effective Communication Techniques

Enhancing awareness and encouraging participation in wellness programs hinges on clear and consistent communication:

Personalized Messaging: Customize communications to address the diverse interests and needs of different employee segments.
Regular Reminders: Implement periodic reminders to keep wellness benefits at the forefront of employees’ minds, preventing them from being overlooked.
Diverse Channels: Utilize various communication platforms, such as email newsletters, intranet portals, digital signage, and posters in common areas, to reach employees wherever they are.

Making Programs Easily Accessible

Simplifying access to wellness programs can significantly improve participation rates:

Integration with Existing Systems: Incorporate wellness resources into platforms employees already use, like HR portals or mobile applications.
Mobile Compatibility: Offer mobile-friendly wellness solutions to accommodate employees who prefer accessing resources via smartphones or tablets.
Streamlined Processes: Reduce administrative hurdles by simplifying the enrollment process and minimizing paperwork, making it easier for employees to sign up and engage with wellness activities.

3. Tailoring Wellness Programs to Employee Needs

Personalization and Customization

A one-size-fits-all approach may not effectively address the diverse needs of today’s workforce. Personalizing wellness initiatives can enhance their relevance and boost engagement:

Variety of Options: Offer a wide range of wellness activities and resources, including fitness classes, mental health support, nutritional guidance, and stress management workshops.
Flexible Participation: Allow employees to choose how and when they engage with wellness programs, accommodating different schedules and preferences.

Segmented Engagement

Segmenting employees based on demographics, job roles, or health risks enables the delivery of more targeted and effective wellness programs:

Demographic Segmentation: Customize programs for different age groups, genders, or life stages, recognizing that each group may have distinct wellness needs.
Role-Based Segmentation: Develop specific initiatives for various job roles, acknowledging that employees in different positions may face unique stressors and health challenges.
Health Risk Segmentation: Identify employees with specific health risks and provide tailored support to address their particular concerns.

4. Enhancing Employee Buy-In through Leadership and Culture

Leadership’s Role

Leadership helps to cultivate a culture of wellness within the organization.

Leading by Example:
When leaders actively participate in wellness programs, they strongly communicate the value and encouragement of wellness.
Promoting Wellness: Leaders should consistently communicate the importance of wellness and acknowledge employees’ efforts to engage in wellness activities.

Fostering a Wellness-Oriented Culture

Integrating wellness into the company culture ensures it becomes a fundamental aspect of the organizational ethos:

Incorporating Wellness Goals: Embed wellness objectives into performance reviews and team goals, highlighting their importance alongside traditional performance metrics.
Organizing Team Activities: Facilitate team-based wellness challenges or group activities to build camaraderie and collective participation in wellness initiatives.

5. Leveraging Data and Technology

Data-Driven Decision Making

Effectively utilizing data can significantly enhance the impact of wellness programs:

Monitoring Effectiveness: Track participation rates, health outcomes, and employee feedback to evaluate the success of wellness initiatives.
Identifying Trends: Analyze data to uncover patterns and trends, enabling HR leaders to make informed decisions about program adjustments and improvements.
Implementing Data-Backed Adjustments: Use insights from data analysis to refine wellness programs, ensuring they remain relevant and effective in meeting employee needs.

Embracing Innovative Technology Solutions

Technology can greatly facilitate engagement with wellness programs:

Digital Platforms: Deploy comprehensive digital wellness platforms that serve as centralized hubs for accessing wellness resources, tracking progress, and interacting with peers.
Mobile Applications: Offer mobile apps that enable employees to participate in wellness activities, set personal goals, and monitor their health on the go.
Wearable Devices: Promote the use of wearables to track physical activity, sleep patterns, and other health metrics, providing real-time feedback and motivation for employees.

Conclusion

The time to act is now. HR leaders must seize the opportunity to transform underutilized wellness benefits into essential drivers of organizational success. By prioritizing wellness, you are investing in the most valuable asset of your organization—your people. Lead the charge in creating a healthier, more motivated, and resilient workforce that will drive your company’s success now and in the future.

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HR & People Operations

Better Wellness Benefits Engagement: Energize Your Team

Post author By Clark Lagemann
Post date February 7, 2025

Maximizing the Impact of HR Wellness Benefits: Strategies to Drive Utilization and Employee Buy-In

With over ten years of experience guiding organizations in the creation, implementation, and optimization of workplace wellness programs, one principle stands out unequivocally: there is no universal solution for maximizing the impact of employee wellness benefits. Throughout my career, I’ve witnessed companies flourish through internally developed initiatives, collaborations with esteemed national programs, and the crafting of highly personalized wellness strategies. The consistent factor across these successes is not the pursuit of the “perfect” program, but rather the dedication to discovering what best aligns with each organization’s unique culture and needs. Leveraging this deep expertise, here are some actionable strategies designed to help HR leaders enhance the effectiveness of their wellness benefits, ensuring greater utilization and stronger employee commitment.

The Critical Role of Wellness Programs

The Challenge of Utilization

1. Understanding the Barriers to Utilization

Common Obstacles

Several factors can hinder employee engagement with wellness programs:

Insufficient Awareness: The company might not have fully informed employees about the available wellness benefits or how to access them.
Time Constraints: Heavy workloads and busy schedules can lead employees to feel they lack the time to participate in wellness activities.
Cultural Barriers: If the organizational culture does not prioritize wellness, employees may be reluctant to engage or feel supported in their wellness efforts.
Privacy Concerns: Worries about the confidentiality of personal health information can deter employees from using certain wellness services.

Gathering Employee Feedback

To effectively tackle these barriers, it is essential to obtain direct input from employees. Utilizing surveys, focus groups, and individual interviews can uncover specific challenges and preferences within the organization. By understanding the unique needs and concerns of employees, HR leaders can tailor wellness benefits that resonate more deeply and remove obstacles to participation.

2. Strategies to Increase Awareness and Accessibility

Effective Communication Techniques

Enhancing awareness and encouraging participation in wellness programs hinges on clear and consistent communication:

Personalized Messaging: Customize communications to address the diverse interests and needs of different employee segments.
Regular Reminders: Implement periodic reminders to keep wellness benefits at the forefront of employees’ minds, preventing them from being overlooked.
Diverse Channels: Use various communication platforms, such as email newsletters, intranet portals, digital signage, and posters in common areas, to reach employees wherever they are.

Making Programs Easily Accessible

Simplifying access to wellness programs can significantly improve participation rates:

Integration with Existing Systems: Incorporate wellness resources into platforms employees already use, like HR portals or mobile applications.
Mobile Compatibility: Offer mobile-friendly wellness solutions to accommodate employees who prefer accessing resources via smartphones or tablets.
Streamlined Processes: Reduce administrative hurdles by simplifying the enrollment process and minimizing paperwork, making it easier for employees to sign up and engage with wellness activities.

3. Tailoring Wellness Programs to Employee Needs

Personalization and Customization

A one-size-fits-all approach may not effectively address the diverse needs of today’s workforce. Personalizing wellness initiatives can enhance their relevance and boost engagement:

Variety of Options: Offer a wide range of wellness activities and resources, including fitness classes, mental health support, nutritional guidance, and stress management workshops.
Flexible Participation: Allow employees to choose how and when they engage with wellness programs, accommodating different schedules and preferences.

Segmented Engagement

Segmenting employees based on demographics, job roles, or health risks enables the delivery of more targeted and effective wellness programs:

Demographic Segmentation: Customize programs for different age groups, genders, or life stages, recognizing that each group may have distinct wellness needs.
Role-Based Segmentation: Develop specific initiatives for various job roles, acknowledging that employees in different positions may face unique stressors and health challenges.
Health Risk Segmentation: Identify employees with specific health risks and provide tailored support to address their particular concerns.

4. Enhancing Employee Buy-In through Leadership and Culture

Leadership’s Role

Leadership is instrumental in cultivating a culture of wellness within the organization:

Leading by Example: When leaders actively participate in wellness programs, it sends a strong message that wellness is valued and encouraged.
Promoting Wellness: Leaders should consistently communicate the importance of wellness and acknowledge employees’ efforts to engage in wellness activities.

Fostering a Wellness-Oriented Culture

Integrating wellness into the company culture ensures it becomes a fundamental aspect of the organizational ethos:

Incorporating Wellness Goals: Embed wellness objectives into performance reviews and team goals, highlighting their importance alongside traditional performance metrics.
Organizing Team Activities: Facilitate team-based wellness challenges or group activities to build camaraderie and collective participation in wellness initiatives.

5. Leveraging Data and Technology

Data-Driven Decision Making

Effectively utilizing data can significantly enhance the impact of wellness programs:

Monitoring Effectiveness: Track participation rates, health outcomes, and employee feedback to evaluate the success of wellness initiatives.
Identifying Trends: Analyze data to uncover patterns and trends, enabling HR leaders to make informed decisions about program adjustments and improvements.
Implementing Data-Backed Adjustments: Use insights from data analysis to refine wellness programs, ensuring they remain relevant and effective in meeting employee needs.

Embracing Innovative Technology Solutions

Technology can greatly facilitate engagement with wellness programs:

Digital Platforms: Deploy comprehensive digital wellness platforms that serve as centralized hubs for accessing wellness resources, tracking progress, and interacting with peers.
Mobile Applications: Offer mobile apps that enable employees to participate in wellness activities, set personal goals, and monitor their health on the go.
Wearable Devices: Promote the use of wearables to track physical activity, sleep patterns, and other health metrics, providing real-time feedback and motivation for employees.

Conclusion

The time to act is now. HR leaders must seize the opportunity to transform their wellness programs from underutilized benefits into essential drivers of organizational success. By prioritizing wellness, you are investing in the most valuable asset of your organization—your people. Lead the charge in creating a healthier, more motivated, and resilient workforce that will drive your company’s success now and in the future.

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HR & People Operations

Quitting Culture is the Surprise Disruptor of Organizational Success

Post author By Clark Lagemann
Post date January 31, 2025

How Quitting Culture Sabotages Organizational Success

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:

Value Misalignment: Employees increasingly prioritize purpose-driven work, but 70% feel their leaders don’t embody company values, according to Gallup.
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.
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

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

Post author By Clark Lagemann
Post date January 29, 2025

Boosting Team Health & Performance: The Benefits of 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:

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

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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HR & People Operations

How to Preserve Company Culture as You Scale to 100 Employees

Post author By Clark Lagemann
Post date January 16, 2025

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

If 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.

One 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:

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.
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.
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

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

Post author By Clark Lagemann
Post date January 14, 2025

Building a Thriving Remote Workforce: Strategies for Success

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 Fatigue

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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HR & People Operations

5 Warning Signs of ‘Carewashing’ in Your Organization

Post author By Clark Lagemann
Post date December 2, 2024

5 Warning Signs of ‘Carewashing’ in Your Organization

With over a decade of experience working with organizations across industries, we’ve seen a lot of shifts in how companies approach workplace wellness. But in the years following the pandemic, a new pattern has emerged as people settle into hybrid and flexible work arrangements: carewashing. This term describes the appearance of a caring culture, where wellness programs and supportive language are used to enhance an organization’s image without substantial backing. As stress and burnout continue to rise, employees quickly recognize when these efforts are only skin-deep, leading to distrust, disengagement, and high turnover.

To help HR and wellness leaders assess their organizations, here are five warning signs of carewashing, along with actionable steps to foster genuine, impactful well-being at work.

1. Inconsistent Leadership Messaging

One of the most obvious signs of carewashing is when leaders verbally support wellness but act in ways that contradict their message. For example, a manager might promote a “no-contact after hours” policy during a wellness workshop yet send emails to employees at night with tasks for the following morning.

Why It’s a Problem: These mixed signals create confusion and diminish trust in leadership. Employees may question the sincerity of wellness efforts, leading to increased stress and burnout.

What to Do: Equip leaders with training on aligning actions with wellness policies. Encourage them to model healthy boundaries, communicate expectations clearly, and adhere to the same policies they promote.

2. Wellness Programs Without Follow-Through

Another red flag is when organizations offer wellness programs — such as meditation apps, yoga classes, or mindfulness workshops — but fail to address the underlying issues impacting employee well-being. Without integrating these initiatives into the organization’s culture, they become superficial offerings rather than true resources.

Why It’s a Problem: When wellness initiatives are not meaningfully embedded in the culture, they appear as “check-the-box” activities, doing little to address root causes of stress, workload imbalances, or lack of support.

What to Do: Solicit regular feedback from employees about wellness program effectiveness and implement changes based on their input. Make wellness a core part of the company culture by encouraging managers to support mental health days, provide flexibility, and create regular check-ins for work-life balance.

3. High Turnover of “Wellness-Driven” Hires

Organizations that advertise a “caring culture” to attract new hires but fail to deliver on those promises will often see high turnover among those employees. When reality doesn’t match expectations, new hires who joined for the wellness benefits may feel disillusioned and leave.

Why It’s a Problem: High turnover, especially among hires drawn by wellness claims, is a clear indicator of carewashing and culture misalignment. It not only impacts morale but also the organization’s reputation as a workplace that values its people.

What to Do: Ensure job descriptions and recruitment messaging are transparent and accurately reflect the work environment. Additionally, provide managers with training to foster a culture where team members feel supported in asking for flexibility or mental health support.

4. Lack of Psychological Safety

In a true culture of care, employees feel safe to speak up, share concerns, and ask for support when needed. Carewashing organizations, however, often lack psychological safety, making employees reluctant to voice needs or raise issues for fear of negative repercussions.

Why It’s a Problem: Without psychological safety, employees can’t fully engage or participate in wellness programs, making these initiatives ineffective. Employees who don’t feel supported may struggle with stress in isolation, decreasing overall productivity and engagement.

What to Do: Create channels for safe, anonymous feedback and establish an open-door policy for wellness discussions. Train leaders to respond to employee concerns constructively and transparently to reinforce a culture of trust and support.

5. Wellness Initiatives as a PR Move

If wellness efforts seem more like a public relations strategy than genuine initiatives, your organization may be carewashing. When wellness programs are promoted to the public as proof of a “caring culture” but are not prioritized internally, employees can feel manipulated and disengaged.

Why It’s a Problem: Using wellness initiatives primarily for publicity can lead to distrust, resentment, and poor workplace morale. Employees are quick to recognize when wellness initiatives are designed to “look good” rather than do good.

What to Do: Regularly evaluate wellness initiatives for actual employee impact, not just external optics. Ensure that programs address employee needs rather than simply meeting a public relations goal. Align wellness metrics with employee satisfaction and engagement surveys to ensure initiatives are truly beneficial.

Conclusion

Creating a workplace culture that genuinely prioritizes employee well-being is about more than offering wellness perks or crafting clever marketing. From our decade-plus experience partnering with organizations, we know that successful cultures of care require a commitment that goes beyond surface-level initiatives. When employee well-being is woven into the fabric of the organization — supported by transparent leadership, consistent actions, and a true focus on psychological safety — the positive impact on engagement, productivity, and retention is substantial and lasting.

What You Can Do Now:

Conduct a Wellness Audit: Regularly assess your wellness programs from the employee’s perspective. Are these initiatives meeting actual needs? Conduct anonymous surveys and engage in focus groups to gather honest feedback, and adjust programs based on what you learn.
Train and Empower Leaders: Ensure managers understand how their actions affect the culture of care. Equip them with the tools and training to recognize signs of burnout, model healthy work boundaries, and genuinely support their teams’ mental health.
Embed Wellness into Daily Operations: Go beyond stand-alone wellness events by integrating well-being practices into everyday routines. This could mean implementing flexible work schedules, setting realistic workload expectations, and encouraging regular breaks and time off.
Build Channels for Honest Feedback: Create safe, anonymous ways for employees to share their well-being concerns and experiences. Regularly review feedback with leadership teams and take transparent, meaningful action to address identified issues.

By recognizing and addressing these warning signs, leaders can shift from merely “checking the box” on wellness to fostering a resilient, engaged, and genuinely cared-for workforce. In today’s competitive talent market, where employees seek workplaces that respect and support them, this commitment to authentic care is not just the right thing to do — it’s the key to sustained organizational success.

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HR & People Operations

How HR Leaders Can Supercharge Corporate Wellness Programs Through Digital Engagement

Post author By Clark Lagemann
Post date October 11, 2024

Supercharge Corporate Wellness Programs Through Digital Engagement

You’re responsible for fostering a workforce that is healthy, engaged, and productive. But with tons of inhouse and outsourced corporate wellness programs, how can you ensure your initiatives stand out and drive measurable results? With over a decade of experience, we’ve seen firsthand how proactive and personalized approaches transform wellness initiatives.

Our insights aren’t just backed by internal data but we leverage hard-hitting research, including a recent study published by JAMA Network Open, which demonstrates that digital engagement strategies can significantly improve employee mental health and well-being outcomes.

The Engagement Challenge in Corporate Wellness

According to JAMA, a study involving 1,275 healthcare workers found that merely offering wellness resources is not enough to drive meaningful participation. The study compared the effects of a traditional “pull” strategy—where employees had access to a mental health platform but had to seek out resources themselves—to a “push” strategy where employees received regular, proactive digital interventions such as text message reminders and mental health assessments. The “push” strategy led to significant reductions in anxiety and depression over six and nine months, with sustained engagement and improvements

This finding is critical. Many corporate wellness programs fail to engage employees because they rely too heavily on voluntary participation. Employees are often unaware of available resources or too busy to seek them out. By shifting to a proactive, digital-first approach, you can address this challenge head-on, driving better outcomes for your employees and your organization.

Leveraging Digital Tools for Maximum Impact

With remote and hybrid work environment being the norm, digital wellness tools are not just convenient—they are essential. Our experience at Avidon Health, combined with case studies like the one above, shows that automated, personalized interventions increase engagement across the board.

The JAMA study revealed that health care workers who received regular digital engagement saw a 1.26-point reduction in depression scores and a 0.99-point reduction in anxiety scores compared to those who simply had access to resources. The implications for corporate wellness are clear: timely, data-driven interventions that anticipate employee needs can drastically improve participation and outcomes.

Hard Data to Support Your Wellness Strategy

It’s essential to back up your wellness initiatives with measurable outcomes that demonstrate value to leadership. Here’s how digital engagement can deliver:

Improved engagement – Research shows that personalized nudges and tailored content lead to higher employee participation rates, with engagement levels often doubling compared to traditional methods.
Reduced absenteeism – According to the study, proactive digital wellness interventions can reduce anxiety and depression, leading to fewer sick days and improved mental health.
Boosted productivity – The same study found that workplace productivity improved significantly when employees received consistent digital wellness support, leading to better overall performance.

Tailored Solutions for a Modern Workforce

Gone are the days of one-size-fits-all wellness programs. Employees expect customized wellness plans that meet their individual needs. Our digital engagement platform at Avidon Health allows HR teams to deliver tailored wellness interventions—whether it’s mental health coaching, fitness programs, or stress management tools. Drawing on over a decade of experience in health coaching and digital wellness, we’ve helped organizations craft programs that don’t just tick a box—they drive real change. Your employees will benefit from a targeted, proactive approach that meets them where they are, whether they’re working from home or in the office.

Future-Proof Your Wellness Strategy for 2025 and Beyond

Organizations must be ready to adapt to the changing needs of the workforce. The future of corporate wellness is digital, personalized, and proactive. By building a wellness culture rooted in engagement, data, and outcomes, you can position your organization as a leader in employee well-being.

Research like the JAMA study shows us the way forward: don’t wait for employees to ask for help—bring the help to them. Your next wellness program doesn’t just need to be comprehensive; it needs to be engaging and data-backed, driving long-term results that resonate with both your employees and your leadership team.

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