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.

HR & People Operations

Better Wellness Benefits Engagement: Energize Your Team

Post author By Clark Lagemann
Post date February 7, 2025

wellness benefits

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

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: 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

quitting culture

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

Health coaching

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:

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

company culture

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

Remote workforce

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

Carewashing

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

Corporate wellness programs

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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Research & Insights

What Type of Health Risk Assessment Should My Business Use?

Post author By Clark Lagemann
Post date October 9, 2024

Health risk assessment

Health Risk Assessments (HRAs) have become a cornerstone of employee wellness programs, offering valuable insights into the health risks facing your workforce. But with so many options on the market, deciding which type of HRA is right for your business can be overwhelming. One of the most critical decisions you’ll need to make is whether to use an NCQA-validated HRA or a non-NCQA validated version. Let’s break down the key factors to help you make the best choice for your organization.

Understanding the Importance of HRAs in Workplace Wellness

Before diving into the specifics of NCQA vs. non-NCQA HRAs, it’s essential to understand why HRAs are crucial for your business. These assessments help identify potential health risks among employees, allowing you to implement targeted interventions. The benefits are clear: improved employee health, reduced absenteeism, and lower healthcare costs.

But not all HRAs are created equal. The length, format, and validation method of an HRA can significantly impact its effectiveness. This is where the distinction between NCQA-validated and non-NCQA validated HRAs becomes important.

NCQA-Validated vs. Non-NCQA Validated HRAs: What’s the Difference?

NCQA-Validated HRAs

The National Committee for Quality Assurance (NCQA) is a nonprofit organization dedicated to improving healthcare quality. An HRA that is NCQA-validated has undergone rigorous testing to ensure it meets specific standards for reliability, validity, and predictive accuracy. This validation is especially valuable for employers who need to ensure that their wellness programs are credible and effective.

Benefits of NCQA-Validated HRAs:

Predictive Accuracy: These HRAs are designed to provide highly accurate risk profiles, which is crucial for identifying employees at risk for chronic conditions. For further reading, see The NCQA’s Standards for Accreditation NCQA Standards.
Standardization: With NCQA validation, you can be confident that the HRA follows industry standards, making it easier to compare results and outcomes across different populations.
Credibility: Using an NCQA-validated HRA can enhance the credibility of your wellness program, which is particularly important if you’re seeking accreditation or need to meet specific compliance requirements.

Non-NCQA Validated HRAs

On the other hand, non-NCQA validated HRAs offer more flexibility and can be tailored to meet the specific needs of your workforce. These HRAs may not have the same level of standardization, but they can still be effective, especially if you’re looking for a more customizable approach.

Benefits of Non-NCQA Validated HRAs:

Flexibility: These HRAs can be easily adapted to fit the unique needs of your business, whether that means focusing on specific health risks or incorporating additional questions relevant to your industry.
Cost-Effectiveness: Non-NCQA validated HRAs can be more affordable, making them an attractive option for smaller businesses or those with limited budgets.
Ease of Use: These HRAs often require less training and fewer resources to implement, which can be a significant advantage for companies without dedicated wellness teams.

How HRA Length Affects Engagement and Accuracy

One of the most important factors to consider when choosing an HRA is its length. Studies have shown that shorter HRAs (≤ 40 questions) tend to have higher completion rates, making them more effective for broad employee participation. For example, a study by Wells et al. found that a 12-question HRA had an 82% completion rate compared to just 64% for an 88-question version .

However, shorter HRAs may sacrifice some level of detail, which could impact the depth of risk stratification. Longer HRAs (40-80 questions) can provide more comprehensive risk profiles, but they may also decrease completion rates. When HRAs exceed 80 questions, participation drops significantly, and the additional data gathered may not justify the burden on employees .

Balancing Detail and Engagement

For most employers, the sweet spot lies in HRAs that are around 40 questions. This length strikes a balance between providing detailed risk profiles and maintaining high participation rates. It’s essential to consider your company’s specific goals when choosing the length of your HRA.

Making the Right Choice for Your Business

When deciding between an NCQA-validated and a non-NCQA validated HRA, consider the following factors:

Company Size and Resources: Larger companies with more resources may benefit from the credibility and standardization of an NCQA-validated HRA. Smaller companies or those with limited budgets might find a non-NCQA validated HRA more practical and cost-effective.
Employee Demographics: If your workforce has diverse health risks, a more customizable, non-NCQA validated HRA might allow you to tailor the assessment to your employees’ specific needs.
Compliance and Accreditation: If your business needs to meet certain regulatory standards or is seeking accreditation, an NCQA-validated HRA is likely the better choice.
Wellness Program Goals: Consider what you aim to achieve with your wellness program. If predictive accuracy and risk stratification are top priorities, an NCQA-validated HRA may offer the reliability you need. If engagement and ease of use are more critical, a shorter, non-NCQA validated HRA could be the way to go.

Conclusion

Choosing the right Health Risk Assessment for your business is crucial to the success of your wellness program. Whether you opt for an NCQA-validated or a non-NCQA validated HRA, the key is to find a solution that balances engagement, predictive accuracy, and cost. By carefully considering your company’s specific needs and goals, you can select an HRA that provides valuable insights into your workforce’s health and helps drive better outcomes for your employees and your bottom line.

Further Reading:

 Wells et al. (2005), “The Development and Validation of a Brief Health Risk Assessment for Use in Primary Care Settings”:
Link to study

 Smith et al. (2013), “The Impact of Health Risk Assessment Length on Completion Rates and Risk Classification Accuracy”:
Link to study

 Brownson et al. (2018), “The Future of Health Risk Assessment”:
Link to study

These references provide a deeper understanding of how HRA length and validation affect engagement and accuracy. They can be valuable resources as you evaluate which type of HRA is best for your business.

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HR & People Operations

How to Choose the Right Workplace Wellness Program: A Decade of Firsthand Experience

Post author By Clark Lagemann
Post date September 18, 2024

Workplace wellness programs

How to Choose the Right Workplace Wellness Program

After spending more than a decade helping organizations build, implement, and refine workplace wellness programs, one thing is crystal clear: there’s no one-size-fits-all solution. Over the years, I’ve seen companies thrive with homegrown initiatives, partnered with some of the most reputable national programs, and developed highly customized solutions from scratch. The common thread? It’s not about adopting the “best” program, but rather finding what works best for your organization.

In this article, I’ll guide you through the key questions you should ask yourself when evaluating your workplace wellness needs, and I’ll help you understand where your organization might fall on the wellness spectrum—whether you’re ready for a simple solution, a comprehensive program, or something in between.

The Power of Wellness

Workplace wellness is more than just offering a gym membership or free fruit in the breakroom. It’s about fostering an environment that encourages long-term behavior change—something I’ve seen firsthand in companies that take wellness seriously. At Avidon Health, we’ve worked with organizations across the spectrum, from those just starting their wellness journey to companies looking to revamp or scale mature programs.

Through it all, I’ve learned that the most successful wellness programs don’t necessarily follow a rigid template. Instead, they evolve based on the unique culture, goals, and needs of the workforce. Whether you’re considering a DIY approach, partnering with an external provider, or integrating a digital health solution, the key to success is knowing what you need before diving in.

10 Questions to Help You Find the Right Wellness Program

Before launching or revamping your workplace wellness program, take a moment to answer these key questions. Your responses will help determine the best path for your organization.

What are the specific health needs of your employees?
- Do you have data on chronic conditions, mental health challenges, or other prevalent health issues within your workforce?

How much internal expertise do you have?
- Do you have team members who can lead wellness initiatives, or would you need external support?

What’s your budget?
- Are you able to invest in a full-scale wellness program, or are you looking for more cost-effective solutions?

How much time and resources can you allocate?
- Do you have time for ongoing management, or do you need a program that’s more hands-off?

What kind of outcomes are you hoping to achieve?
- Are you aiming to reduce healthcare costs, boost productivity, or enhance employee morale and engagement?

What’s the culture of your organization?
- Are employees likely to engage with wellness programs, or will you need to work harder to build buy-in?

How diverse are your employee demographics?
- Are you addressing a broad spectrum of ages, job roles, and health needs?

What types of wellness activities would resonate most with your team?
- Would they prefer physical challenges, mental health resources, or financial wellness programs?

Are you looking for a digital or in-person solution?
- Would your workforce respond better to app-based tools, on-site classes, or a hybrid approach?

How will you measure success?
- Do you have clear KPIs or metrics for tracking the program’s impact, and the capacity to monitor these over time?

What Type of Wellness Program Is Right for You?

Score Yourself

Take a moment to count the number of “yes” answers. Based on your score, you’ll have a better idea of which type of wellness program will suit your organization’s needs.

Score 0-3

Basic and Low-Cost Solutions

You’re just starting your wellness journey, or your organization has minimal resources to devote to wellness. A basic program with free or low-cost initiatives (like walking challenges or monthly webinars) might be the best starting point. Consider partnering with low-cost providers or utilizing free tools to kick things off.

Score 4-6

Hybrid and Flexible Solutions

You have a moderate level of readiness and resources. You may want to explore a hybrid workplace wellness program that combines in-house efforts with outsourced digital tools. Programs like health coaching, nutrition counseling, and fitness tracking apps could fit well here.

Score 7-10

Comprehensive Solutions

You’re ready for a more advanced wellness program. This approach could include behavior change coaching, mental health support, and biometric screenings. Partner with an external provider to manage the logistics should help maximum value without burdening your internal team.

Why Workplace Wellness Is Essential for Your Organization

Workplace wellness programs aren’t just about health outcomes—they’re about culture, productivity, and the overall employee experience. Over the years, I’ve seen workplace wellness programs significantly improve employee engagement and morale, while also driving down healthcare costs. But more importantly, they create a sense of community and shared responsibility for well-being in the workplace.

The true value of wellness programs lies in their ability to inspire behavior change. Whether it’s through fitness challenges, mental health support, or nutritional education, when employees feel supported in their health journey, they’re more likely to be engaged, productive, and loyal to the company.

Conclusion

There’s no magic formula for building the perfect wellness program, but by answering the right questions and understanding your workforce’s unique needs, you can make informed decisions that lead to lasting impact. Whether you’re implementing a simple initiative or scaling up a comprehensive program, wellness is an investment in both your employees’ well-being and your company’s future.

If you’re ready to take your workplace wellness programs to the next level, we’re here to help you build a solution that fits your organization perfectly.

Keywords: workplace wellness programs, health coaching solutions, behavior change at scale, customizable wellness programs, employee engagement, corporate wellness, Avidon Health.

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Digital Health Coaching Done Right: Valuable Engagement Tips

Post author By Clark Lagemann
Post date August 27, 2024

Digital health coaching

Digital Health Coaching Done Right: Tips to Keep Clients Engaged and Motivated

At Avidon Health, we’ve had the privilege of working with hundreds of thousands of individuals, helping them navigate their wellness journeys. Along the way, we’ve learned a lot about what works (and what doesn’t) when it comes to keeping clients engaged in a digital environment. In this post, I’ll share some of the key takeaways from our experience, along with insights from a webinar where our experts broke down the essentials of effective engagement in digital health coaching.

1. The Evolution of Digital Health

Digital health has come a long way since the early days of telemedicine in the 1970s. What started as a tool for disease management has evolved into a comprehensive ecosystem that includes telemedicine, e-health, mobile health (m-health), and wearable technology. Today, digital health isn’t just about managing diseases—it’s about supporting lasting behavior change and promoting overall well-being.

2. The COVID-19 Effect

The pandemic was a game-changer for digital health. Suddenly, virtual care became not just an option but a necessity. This shift has opened up new opportunities for health coaches to connect with clients, but it’s also presented new challenges. For instance, how do you keep clients engaged when you’re not interacting with them face-to-face? How do you ensure that your digital interactions are as impactful as possible?

3. Common Challenges in Digital Health Coaching

Through our work at Avidon Health, we’ve identified some common hurdles that health coaches face when engaging clients digitally:

Tech Troubles: Not everyone is tech-savvy, and some clients may struggle with using digital platforms.
Keeping It Personal: In a digital world, creating personalized experiences is more challenging but also more crucial than ever.
Maintaining Momentum: Keeping clients motivated and engaged over time can be tough, especially when digital fatigue sets in.

4. Proven Strategies for Digital Engagement

Based on our experience and the insights shared in our recent webinar, here are some strategies that can help you overcome these challenges:

A. Meet Clients Where They Are

One of the most effective ways to engage clients is by understanding their readiness to change. At Avidon Health, we use tools like readiness rulers—simple scales where clients rate how ready they are to make a change. If a client is at a 7 or higher, they’re likely ready to take action. This approach allows us to tailor our coaching strategies to each client’s unique situation.

B. Consider Social Factors

Non-medical factors, like income, education, and access to technology, can significantly impact your clients’ ability to engage in digital health programs. Therefore, it’s important to design your digital offerings with these factors in mind. For example, if your program requires clients to print materials or access multiple apps, it might not be effective for everyone. Meeting clients where they are—literally and figuratively—is key to success.

C. Personalize Communication

Moreover, we’ve found that personalized communication is a game-changer. Text messaging, in particular, is highly effective. Did you know that 97% of adults use text messages, and 85% have smartphones? Incorporating personalized, timely communication—whether through texts, emails, or videos—can make a huge difference in client engagement.

5. Building a Strong Digital Health Environment

Creating a virtual environment that truly engages clients involves a few key elements:

Virtual Environment: Think of this as your “digital office.” It’s important to ensure that your platform is easy to access and navigate. And don’t forget about privacy—make sure your platform is HIPAA-compliant.
Content and Services: This is where you provide value to your clients. Whether it’s a coaching hub, goal trackers, or educational resources, make sure your content is easily accessible and relevant.
Communication: Keep in touch with your clients through multiple channels, and set clear expectations for response times. Text messages are a great tool for quick, effective communication.
Automations: Automations can help you manage your workload and ensure that your clients receive timely responses and reminders. This frees you up to focus on what really matters—providing personalized support.

6. Best Practices for Engagement

Here are some tips we’ve gathered over the years to help you get the most out of your digital health coaching efforts:

Align Communication with Readiness: Tailor your communication strategies based on where your clients are in their readiness to change. For example, clients in the preparation and action stages may need more frequent touchpoints.
Use Automations Wisely: Automate routine tasks like appointment reminders and data collection to keep clients engaged without overwhelming your team.
Measure Success: Regularly assess how well your digital interactions are working. Furthermore, use feedback and data to continuously improve your approach.

Wrapping Up

At Avidon Health, we’re passionate about helping people live healthier, happier lives. We’ve seen firsthand how powerful digital health coaching can be when done right. By understanding your clients’ needs, personalizing your approach, and leveraging technology, you can create a digital health environment that truly makes a difference.

If you’re interested in diving deeper into these strategies, I encourage you to check out the webinar, where we explore these topics in even more detail.

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