The end of the year brings a natural point to reflect, reset, and plan for what’s next. For HR teams and People Leaders, it’s also the best time to fine-tune your wellness program. Whether this year’s efforts were smooth or came with roadblocks, taking stock now can give your team a strong start when the new calendar begins.
January always comes with a shift in motivation. Employees often want to refresh personal routines, reset habits, and find new energy. A wellness program that feels timely and thoughtful can help channel that motivation in a way that supports both individual well-being and team performance. The key is to be prepared—and that takes reviewing what’s worked, setting clear goals, and planning with intention.
Review and Reflect on the Past Year
Before making any major changes, start by looking back. A year-end review can help you spot trends, mismatches, and successes that shape what to do next. It’s more than just measuring sign-up numbers. You want to understand how employees actually experienced the program and what made it stick (or not).
Use feedback tools that make it easy to gather honest input. You can try:
- A quick company-wide survey with a mix of ratings and open-text questions
- Feedback sessions with wellness champions or team leads
- Metrics from your wellness platform to track participation rates
- Informal manager reports about touchpoints that worked or missed the mark
You’re not looking for total perfection. You’re looking for what helped employees feel seen, included, and motivated. This step grounds your next moves in real insights instead of guesswork. It also shows your team that their voices matter and shapes the program into something better suited to their needs.
Set Clear and Achievable Goals
Once you gather your insights, shift your focus to what needs to happen next. This is the time to define where you want to go—without making your goals too broad or hard to measure. Clear, well-matched goals give your program purpose and help your team understand the plan.
Start with two or three key areas of improvement. Then, split your goals between short-term items (things you’ll build momentum around now) and longer-term ones (bigger items that need consistent attention). For example:
- Short-term goal: Boost monthly participation in wellness activities by 25%
- Mid-term goal: Launch quarterly mental health support sessions
- Long-term goal: Improve average wellness satisfaction scores by the end of the year
Each of these goals should link back to your company values or workforce priorities. Is retention something leadership is tracking? Create wellness activities that lower burnout risks. Is absenteeism increasing? Target support for chronic stress or caregiving duties. Your goals should make sense within the bigger picture. Fewer, more thoughtful goals often get better results than a long wish list with no real roadmap.
Plan Engaging Wellness Activities
With goals in hand, design the kinds of activities people will want to take part in. Think small, diverse, and flexible. A good wellness activity works in real-life schedules and can be done without overhauling someone’s entire routine.
Balance is important. Some employees enjoy fitness-focused options, while others lean into emotional well-being or social connection. A full program should give people space to choose what helps them most. Aim for a variety across the wellness spectrum—physical, mental, emotional, and social.
Build a schedule that includes:
- Weekly physical goals based on movement, not performance
- Wellness challenges with low-pressure goals like sleep tracking
- Peer-led groups sharing non-work interests like cooking or community service
- Self-guided activities available on-demand for shift workers or remote teams
- Virtual events where experts talk about stress, nutrition, or healthy habits
Create some anchor points like monthly themes or seasonal campaigns, but leave room to rotate in new ideas. Make sure activities come with easy sign-ups, clear instructions, and reminders. If your staff is spread across departments or time zones, flexibility matters more than ever.
Communicate and Promote the Wellness Program
A strong program with weak communication won’t go far. Clear, steady updates give employees the information they need and help them feel like wellness is part of the everyday culture, not just a once-a-year campaign. Focus on tone, timing, and consistency when you share updates.
Start with an internal rollout plan that includes:
- Launch emails explaining what’s new and what to expect
- Short announcements in team meetings or standups
- Posts on company chat tools or wellness channels
- Recaps in newsletters highlighting wins and upcoming events
Keep messages brief but helpful. Tell people what’s happening, when it starts, and why they might care. If your team isn’t engaging, change up how you share the message—some groups may prefer visuals or short videos over long text.
Repeat key messages multiple ways across different touchpoints. Reinforce how wellness programs connect to what people value—more energy, better sleep, feeling stable, or laughing more during shared events. Try a monthly message with tips, highlights, or participation shoutouts to keep positive energy going.
Celebrate Progress and Adjust as Needed
A wellness program can easily fall flat without moments of recognition. Whether it’s hitting a goal or just showing real effort, celebrating wins keeps energy high. This isn’t about giving away big prizes. It’s about noticing improvements and saying thank you in ways that feel real.
Even small wins count. Highlight them during team calls, in newsletters, or with notes from leadership. Recognize not just individuals, but teams that showed creativity, consistency, or kindness as part of wellness culture.
As time goes on, check in often. Touch base each quarter to compare current participation or results against your goals. Ask managers or wellness reps what employees are saying. If something isn’t working, don’t be afraid to shift gears. Better to adjust along the way than push through with a stale format.
Update your approach by:
- Reviewing goals and activity alignment focused on current needs
- Using new feedback to shape next-round offerings
- Tweaking timing, content, or delivery style based on participation trends
- Trying new formats like smaller events or team-based challenges based on what works
Employees will notice if the program stays flexible. This builds trust and keeps engagement strong throughout the year.
Building a Healthier Future Together
Every new year brings another chance to shape something people care about. Setting your wellness program up the right way—by learning from the past, aiming with intent, planning events that fit employees’ lives, and staying flexible—gives you a stronger path to long-term results.
When wellness becomes something employees trust and enjoy, bigger changes follow. They bring more focus, more balance, and a better connection to their teams. This isn’t just about starting January strong. It’s about creating support that grows with your people throughout the entire year.
Planning a new year strategy for your team’s health can set a positive tone for the entire year. If you’re looking to integrate innovative wellness programs that truly resonate, explore how Avidon Health can support your goals. Learn more about flexible solutions designed to enhance employee engagement and achieve meaningful outcomes through our wellness programs.
