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HR & People Operations

The Benefits of Strong Employee Engagement Programs for Workplace Wellness

Employee Engagement Programs
The Benefits of employee engagement programs

In today’s evolving workplace landscape, organizations of all sizes recognize that investing in employee well-being is no longer an optional extra—it’s a strategic imperative. Employee engagement programs, once considered a nice-to-have benefit, now play a pivotal role in shaping company culture, fueling productivity, and improving long-term business outcomes. 

Why Employee Engagement Matters 

An engaged workforce is a powerful engine driving innovation and growth. When employees feel seen, valued, and supported, they’re more likely to bring their best selves to work. Research shows that organizations with high levels of engagement tend to have lower turnover, fewer sick days, and stronger financial results. 

Key Elements of a Successful Employee Engagement Program 

Holistic Wellness Initiatives: 

  • Modern engagement programs prioritize holistic wellness, addressing physical, emotional, and mental well-being. Virtual health coaching, stress-reduction resources, and on-demand fitness tools are just a few ways employers can help their teams stay healthy and energetic.

Personalized Support and Guidance: 

  • Every workforce is unique—what resonates with one team may not resonate with another. Personalized engagement strategies, supported by intuitive digital platforms, allow employees to access customized wellness plans, track their progress, and receive one-on-one support. Tailored experiences ensure employees feel heard and understood. 

Interactive Wellness Challenges:Employee Engagement Programs

  • Engaging employees in friendly challenges—from step competitions to mindfulness sessions—fosters camaraderie, healthy competition, and a sense of shared purpose. Furthermore, incentives such as recognition, badges, or team rewards keep motivation high and encourage consistent participation. 

Continuous Feedback and Assessment:

  • Engagement isn’t a one-and-done endeavor. High-quality employee engagement programs incorporate regular check-ins, surveys, and assessments. By capturing real-time feedback and adjusting strategies on the fly, organizations can maintain relevance, keep pace with changing employee needs, and demonstrate that they are genuinely invested in their workforce’s well-being.

Leadership Involvement and Transparent Communication:

  • When leaders actively champion well-being initiatives, they signal that wellness is crucial to the organization’s culture. As a result, employees understand that wellness is deeply ingrained in the organization’s DNA.

Leveraging Technology to Enhance Engagement 

  • Technology has emerged as the backbone of modern employee engagement programs. From robust employee wellness software to integrated digital health solutions, these tools streamline the delivery of health content, automate reminders for check-ins, and provide actionable analytics. The result is a data-driven, responsive environment that adapts to the evolving needs of the workforce.
Avidon Health: Your Partner in Engagement and Well-Being 

At Avidon Health, we believe a thriving workforce begins with thoughtful, evidence-based solutions. Our suite of digital coaching services and corporate wellness software helps organizations create impactful employee engagement programs. Grounded in behavior change science, Avidon Health’s platform empowers employers to deliver personalized experiences that address every facet of well-being—from nutrition and exercise to mental health and sleep. 

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HR & People Operations

Wellness Programs: Fostering Connections in a Remote Setting

Corporate Wellness Programs
Cultivating Connection: The Power of Corporate Wellness in Remote Work

In today’s increasingly remote workplace, fostering a sense of connection among employees is both a challenge and an opportunity. At Avidon Health, we’ve seen how a thoughtful approach to corporate wellness programs can help bridge the gap between screens and create a cohesive, engaged, and healthier workforce.

Here’s how companies can create meaningful connections and promote wellness, even in a fully remote environment:

1. Prioritize Whole-Person Wellness

Corporate wellness programs should address not just physical health but also mental, emotional, and social well-being. Simple initiatives like virtual mental health check-ins, flexible schedules, and access to wellness platforms can have a profound impact.

Leveraging tools already available in existing platforms can further enhance wellness efforts. For instance, Microsoft’s enterprise suite includes Viva Engage, a well-being tool that allows employees to manage their schedules more effectively by suggesting features like “no meeting” days or focus hours.

Don’t overlook resources tied to your group health insurance plans. Many companies already have access to Employee Assistance Programs (EAPs), which offer invaluable resources such as mental health support, financial counseling, and wellness coaching. These programs are often underutilized but can provide tremendous value for employees and their families.

2. Foster Connection Through Shared Experiences

Connection stems from shared experiences, even in virtual spaces. Hosting activities like virtual fitness challenges, online mindfulness sessions, or team events can cultivate camaraderie. For example, our team recently completed a 14-day challenge to consciously reduce our consumption of added sugars over Halloween, tracking our intake

and celebrating milestones together. Shared experiences like these reinforce a sense of unity across teams.

3. Celebrate Giving and Community Involvement

Corporate Wellness Programs

This summer, Avidon Health celebrated our Giving Week by organizing volunteer opportunities in areas with large employee populations. We also encouraged individuals to find local opportunities to volunteer, often inviting their friends and family. These activities connected employees to their communities and gave them shared experiences to discuss with colleagues. Volunteering is not just a chance to give back—it is a meaningful way to strengthen relationships within a team.

4. Encourage Open and Intentional Dialogue

For small companies, I recommend People Leaders and HR periodically check in with employees through established communication channels. These check-ins should feel informal and organic to build a habit of practicing connection. At larger companies, managers and directors should adopt this practice with their respective teams, ensuring no one feels left behind. Connection happens when communication is consistent and thoughtful.

5. Lead by Example

Leadership plays a crucial role in driving corporate wellness initiatives. Leaders who actively participate in wellness activities send a powerful message about their commitment to employee well-being. At Avidon Health, our leadership team embraces wellness, modeling healthy habits and encouraging employees to do the same.

6. Leverage Technology and Available Resources

Engaging remote employees requires creativity and the effective use of technology. Free or inexpensive tools for remote activities, such as customizable virtual team-building games, can promote connection and break the monotony of remote work. These activities are cost-effective, easy to set up, and can be tailored to fit your team’s interests.

In addition to team-building tools, explore other areas where valuable resources may already exist. For example, Employee Assistance Programs (EAPs) are often included as part of group health insurance plans and provide access to services like licensed counseling, wellness advice, and crisis support. Benefit brokers can also be a great resource, offering insights into additional services or tools that might enhance employee well-being.

Don’t forget to check with your internal IT team, who often have a deep understanding of existing company technology offerings. They can collaborate with your People Operations & HR as well as team leaders to identify and implement solutions that improve employee connectedness and foster a more integrated and supportive remote work environment.

Why It Matters

Investing in corporate wellness programs isn’t just about reducing absenteeism or boosting productivity—it’s about creating a culture where employees feel valued, supported, and connected. Don’t be afraid to try new initiatives, even if they don’t work out as planned. Employees will appreciate seeing that you are genuinely trying to find what works best for your team, fostering trust and goodwill along the way.

At Avidon Health, we believe wellness programs are more than a perk; they’re a strategic initiative that aligns with our mission to inspire healthier, happier lives. By prioritizing connection and well-being, remote companies can create a workplace culture that is inclusive, supportive, and truly engaged.

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News

Avidon Health CEO Shares Insights on the Future of Compensation

Data driven wellness

Will Wellness-Centric Rewards Redefine the Future of Compensation?

Avidon Health CEO, Clark Lagemann, recently shared his valuable insights on the future of compensation in an article featured on HR.com. In this piece, Clark explores the importance of integrating wellness programs into total rewards packages for a more engaged and productive workforce.

Key topics covered in the article include:

  • Integrating Wellness with Compensation: Companies are incorporating wellness programs into their total rewards packages, such as fitness reimbursements and mental health resources.
  • Wellness as a Driver of Performance-Linked Pay: Tying wellness metrics to performance evaluations can motivate employees and improve overall well-being.
  • Personalizing Wellness Benefits: Tailoring wellness benefits to individual needs can increase employee satisfaction and engagement.
  • Data-Driven Wellness: Using analytics to track employee health trends and measure the ROI of wellness programs helps refine strategies.
  • Wellness and Purpose-Driven Compensation: A wellness-focused approach can attract and retain top talent, especially those seeking companies with strong values and a commitment to employee well-being.

Read the full article to learn how to implement these strategies and transform your workplace.

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HR & People Operations

Avidon Health: Pioneering Innovation in Digital Health Solutions

Digital Health Solutions
Digital Health Solutions

Corporate wellness is no longer a luxury; it is a necessity for forward-thinking organizations seeking to cultivate a thriving, engaged workforce. At Avidon Health, we combine technological savvy with long-standing tenets of successful behavioral change; we combine the empathic touch of human-to-human coaching with the most modern digital tools. It is our mission to empower companies to create meaningful wellness journeys and drive measurable outcomes in a way that is unique and constantly innovating to break new ground. In this article, we’ll discuss how the Avidon Health platform utilizes the most sophisticated technology to help define today and tomorrow’s trends in digital health solutions.

Personalized Wellness Journeys: The Future of Engagement

Using the platform’s wide array of tools and features, organizations can design dynamic, modular wellness journeys tailored to the unique aspirations and needs of their members. For example, our flow system is, in itself, a toolbox that is overflowing with options to educate and motivate, but also to gather information and knowledge on the participant to provide them with the content and interactions they’ll find most engaging.

This approach aligns with the broader trend of hyper-personalization in corporate health, ensuring that every participant receives an experience tailored to their goals and lifestyle.

The integration of diverse content formats, applications, and platform features from educational articles to meditation videos, from intricate automation options to interactive tools—provides an engaging, adaptable framework that has all the pieces of the puzzle. This level of customization not only enhances user experience but also elevates the effectiveness of wellness initiatives as a whole.

Comprehensive Coaching SupportDigital Health Solutions

Recognizing the pivotal role of coaching in wellness, our platform provides an ecosystem that supports coaching teams at every step. From streamlined onboarding to advanced functionality for Group Program management, our platform empowers coaches to deliver impactful interventions to groups and to individuals alike.

We strive to seamlessly blend human expertise with cutting-edge technology to deliver efficient and effective digital health solutions. As we continue to innovate, we remain committed to pushing the boundaries of what’s possible in corporate wellness.

Internal Role Management Made Easier

Administrative efficiency underpins the success of any corporate initiative, and our platform excels in this domain through its advanced role management features. By enabling precise role-based access and permissions, our platform ensures that wellness programs are managed securely and effectively by the people most suited for each responsibility.

A Vision for Holistic Wellness

At Avidon Health, we know that a smoker who wants to quit is battling more than a physical addiction to nicotine, they are battling self-doubt, even fear, and other elements that go beyond tobacco. That is just an example, but the point is that we know true wellness extends beyond physical health to encompass the mental, emotional, and social wellness of an individual. Our platform embodies this vision, offering solutions that resonate with the diverse dimensions of health.

We have, for instance, multiple Challenge Programs (available as templates or in our Autopilot schedule) that are designed to raise mental wellbeing and strengthen community bonds, and we have content stocking our library that touches upon (if not delves deeply into) most every facet of human health. Through our platform, organizations are not merely implementing wellness programs, they are championing a culture of care that drives engagement, productivity, longevity, and loyalty.

Enticement Through GamificationDigital Health Solutions

Employee engagement is a cornerstone of successful digital health solutions, and our Challenge and Group Program Features leverage a sense of gamification to drive participation and motivation, reflected in the point system and leaderboards that foster a culture of friendly competition and collaboration.

Research consistently underscores the power of gamification in improving engagement and retention in wellness initiatives. Our subtle use of gamification is one of the ways we transform wellness from an obligation into an interactive and rewarding experience, cultivating long-term behavioral change.

Redefining Corporate Wellness with Avidon Health

As a leader in corporate wellness technology, Avidon Health is more than a provider, we are a partner in progress. Our commitment to innovation, grounded in a deep understanding of organizational needs, ensures that we will remain a beacon of excellence in an evolving landscape.

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HR & People Operations

A Beginner’s Guide to Evaluating Your Corporate Wellness Program

Corporate wellness program
Evaluating Your Corporate Wellness Program

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

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

Why Evaluate Your Wellness Program?

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

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

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

The Core Components of a Wellness Program Check-UpCorporate wellness program

A thorough evaluation starts by examining these core components:

  1. Engagement Components
  • Management Involvement: Are leaders visibly participating in wellness activities and promoting the program?
  • Apps & Trackers: Are digital tools being utilized effectively to monitor progress and encourage participation?
  • Communication: Is the program being promoted in ways that resonate with employees (e.g., newsletters, team meetings, or posters)?
  • Incentives: Are rewards motivating employees to participate and complete wellness initiatives?
  1. Risk Identification
  • Biometric Screenings: Are employees aware of their health metrics like blood pressure and cholesterol levels?
  • Health Risk Assessments: Are surveys being used to identify lifestyle risks such as smoking or inactivity?
  • Claims Analysis: What trends can you identify in health insurance claims that your program could address?
  1. Risk Stratification

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

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

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

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

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

Building a Plan for Continuous Improvement

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

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

Continuous improvement is key to keeping your program relevant and effective

Conclusion

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

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HR & People Operations

Addressing Employee Burnout: A Guide for HR Leaders

Employee burnout
Introduction: The Prevalence and Impact of Employee Burnout

Burnout isn’t just a personal health issue—it’s a systemic challenge that costs organizations in productivity, engagement, and employee retention. Defined by the World Health Organization (WHO) as a syndrome stemming from “chronic workplace stress that has not been successfully managed,” employee burnout manifests as exhaustion, feelings of inefficacy, and mental distance from one’s work. As HR leaders, recognizing the early warning signs and addressing burnout comprehensively is vital. Drawing on our experience at Avidon Health, where health coaches work closely with individuals to identify and address burnout, we see firsthand the toll it can take and the power of targeted intervention to support lasting well-being.

1. Understanding the Multi-Layered Causes of Burnout

Burnout is rarely caused by one factor alone. Instead, it often emerges from a combination of individual, organizational, and even societal factors. Health coaches at Avidon Health often see individuals experiencing burnout due to overwork, lack of autonomy, misaligned expectations, or inadequate support structures within their organization. In many cases, employees feel torn between high demands and limited resources to manage them.

Research from Gallup has highlighted how factors like unmanageable workload and lack of role clarity significantly contribute to employee burnout. Gallup found that employees with unmanageable workloads are 70% more likely to experience burnout than those with better work balance. Recognizing this multi-layered reality, we advocate for a holistic approach to burnout prevention and recovery, identifying root causes at both the individual and organizational levels.

2. Identifying Symptoms of Employee Burnout Employee burnout

A critical part of preventing burnout is being able to recognize the signs early. WHO outlines three primary dimensions of burnout: exhaustion, inefficacy, and mental distance. These dimensions manifest in observable behaviors, which Avidon Health’s coaches frequently identify through structured wellness assessments and behavioral insights.

For HR leaders, here are some typical signs to watch for:

  • Sustained Exhaustion: Employees consistently look drained or tired, struggle to engage actively, or express a lack of motivation.
  • Feelings of Inefficacy: Employees show frustration or dissatisfaction with their own productivity, sometimes doubting their value or contribution.
  • Increased Mental Distance: Detachment from team activities, negative attitudes towards tasks, or a noticeable decrease in enthusiasm can signal a deeper issue.

These signs are vital indicators for HR leaders to notice and address. Timely intervention can help re-engage employees before burnout deepens.

3. Key Questions to Help Employees Identify Their Burnout Drivers

At Avidon Health, our health coaches guide employees through self-reflective exercises to help them pinpoint what’s driving their burnout. Encouraging employees to ask themselves these questions is a critical step in self-awareness, one that can help both them and HR teams understand the most effective ways to address burnout. Here are a few targeted questions that explore each dimension:

  • For Exhaustion: “What tasks or aspects of my role feel particularly draining? Are there tasks that energize me, and how often do I engage in those?”
  • For Inefficacy: “What barriers are preventing me from feeling accomplished? Are there resources or changes that could help me improve?”
  • For Mental Distance: “What aspects of my work do I feel disconnected from? Have there been recent changes in my outlook on work, and when did this shift start?”

These questions, when explored with support from HR or a health coach, can uncover underlying causes that may not be immediately apparent but are essential for developing a path to improvement.

4. Practical Steps to Address Common Burnout Drivers

Through Avidon Health’s experience, we’ve observed that practical, tailored interventions make a meaningful difference in addressing employee burnout. Here are strategies we’ve found to be effective in each burnout dimension:

  • For Exhaustion:Employee burnout Support a realistic workload balance by adjusting assignments and expectations. Encourage breaks and implement flexible work arrangements where possible. Studies from the American Psychological Association (APA) show that a 15-minute break every 75-90 minutes can significantly boost focus and reduce fatigue.
  • For Inefficacy: Simplify processes by eliminating unnecessary steps, providing resources that streamline work, or offering skills training. Our coaches emphasize skill-building to help employees regain confidence, a tactic that proves especially effective for employees who feel overwhelmed by their roles.
  • For Mental Distance: Foster a culture where employees feel they contribute to a larger purpose. Recognize accomplishments openly and encourage employees to connect with projects that align with their interests or strengths. A study by Deloitte revealed that employees who feel their work has a purpose report higher engagement and lower stress, underscoring the role of meaningful work in burnout prevention.

By providing a supportive environment that directly addresses each driver of burnout, organizations can reduce its occurrence and foster a more resilient workforce.

5. Building a Culture That Supports Well-Being and Engagement

Building a supportive culture is paramount. Avidon Health’s health coaches consistently see that environments encouraging openness, psychological safety, and work-life balance have fewer cases of burnout. For HR leaders, this means creating channels where employees feel comfortable expressing their concerns without fear of judgment or reprisal. From our experience, we know that initiatives like mental health days, regular team check-ins, and resilience training make a tangible difference.

Additionally, fostering a culture where well-being is prioritized can help employees feel valued beyond their immediate work performance. This approach not only helps prevent burnout but also enhances retention, morale, and long-term productivity.

Conclusion: Moving from Burnout to Re-Engagement

Employee burnout isn’t a problem that can be solved overnight. However, with a proactive, multifaceted approach, HR leaders can create a supportive environment that reduces burnout’s prevalence and impact. By fostering a culture of well-being, HR leaders can re-engage employees and help them rediscover a sense of purpose and fulfillment in their roles.

At Avidon Health, we’ve seen the difference that intentional, supportive practices can make. Health coaching plays a vital role in recognizing, addressing, and ultimately reducing burnout, showing that, with the right tools and mindset, every organization can foster resilience and empower employees to thrive.

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HR & People Operations

5 Warning Signs of ‘Carewashing’ in Your Organization

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 MoveCarewashing

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:
  1. 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.
  2. 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.
  3. 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.
  4. 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

Employee Wellness: A Guide to a Healthier Workday

Employee wellness
Employee Wellness: Tips for a Thriving Workplace

Maintaining physical wellness is essential for overall health and productivity, even when working in a confined space like a cubicle. While it might seem challenging to stay active and healthy in a small workspace, there are numerous strategies that can help employees incorporate physical wellness into their daily routines. This article explores various desk exercises, ergonomic practices, movement breaks, and additional tips to promote employee wellness in a cubicle or small workspace. 

Desk Exercises 
Stretching Routines 

To relieve tension and improve circulation, especially for those who sit at a desk for long hours, stretching is a simple yet effective way. Here are some easy stretches that can be done right at your workstation: 

  • Neck and Shoulder Stretches: Gently tilt your head towards one shoulder, hold for 15-30 seconds, and repeat on the other side. Roll your shoulders forward and backward to release tension. 
  • Wrist and Hand Stretches: Extend one arm in front of you with the palm facing up. Use your other hand to gently pull back on the fingers, stretching the wrist and forearm. Hold for 15-30 seconds and switch sides. 
  • Leg and Back Stretches: While seated, extend one leg out straight and reach towards your toes, holding for 15-30 seconds. For a back stretch, sit up straight and twist your torso to one side, holding onto the back of your chair for support. 
Chair Yoga 

Chair yoga is a fantastic way to incorporate gentle movement and mindfulness into your workday without leaving your desk. Here are a few simple chair yoga poses: 

  • Seated Cat-Cow Stretch: Sit up straight with your feet flat on the floor. Inhale and arch your back, lifting your chest and looking up (Cow Pose). Exhale and round your spine, tucking your chin to your chest (Cat Pose). Repeat for several breaths. 
  • Seated Forward Bend: Sit on the edge of your chair with your feet hip-width apart. Inhale and lengthen your spine, then exhale and fold forward, reaching towards the floor. Hold for a few breaths and slowly rise back up. 
  • Seated Spinal Twist: Sit up straight with your feet flat on the floor. Place your right hand on the back of your chair and your left hand on your right knee. Inhale and lengthen your spine, then exhale and twist to the right. Hold for a few breaths and repeat on the other side. 
Ergonomics 
Proper Posture 

Maintaining good posture is crucial for preventing discomfort and long-term health issues. Here are some tips for setting up an ergonomic workstation: 

  • Chair: Use a chair that supports the natural curve of your spine. Adjust the height so your feet are flat on the floor and your knees are at a 90-degree angle. 
  • Desk: Position your desk so that your elbows are at a 90-degree angle when typing. Your wrists should be straight and your hands at or slightly below elbow level. 
  • Monitor: Place your monitor at eye level, about an arm’s length away. The top of the screen should be at or just below eye level to prevent neck strain. 
Standing Desks Employee wellness

Alternating between sitting and standing can help reduce the risks associated with prolonged sitting. Here are some tips for using a standing desk in a small space: 

  • Adjustable Desk: Invest in a desk that can be easily adjusted from sitting to standing height. This allows you to switch positions throughout the day. 
  • Anti-Fatigue Mat: Use an anti-fatigue mat to reduce strain on your feet and legs while standing. 
  • Posture: Maintain good posture while standing by keeping your shoulders relaxed, your back straight, and your weight evenly distributed on both feet. 
Movement Breaks 
Regular Breaks 

Taking regular breaks to move around is essential for maintaining physical wellness. Here are some ideas for incorporating movement into your day: 

  • Pomodoro Technique: Use the Pomodoro Technique to work in focused intervals (e.g., 25 minutes) followed by short breaks (e.g., 5 minutes). During breaks, stand up, stretch, or walk around. 
  • Desk Exercises: Perform simple exercises like calf raises, seated leg lifts, or desk push-ups during breaks. 
Additional Tips 
Hydration 

Staying hydrated is crucial for overall health and can help improve focus and energy levels. Here are some tips for drinking more water throughout the day: 

  • Water Bottles: Provide employees with reusable water bottles and encourage them to keep them at their desks. 
  • Hydration Stations: Set up hydration stations with water dispensers and encourage employees to refill their bottles regularly. 
Healthy Habits 

Incorporating healthy habits into the workday can further promote physical wellness. Here are a few ideas: 

  • Walking Meetings:Employee wellness Encourage walking meetings instead of sitting in a conference room. This allows employees to get some fresh air and exercise while discussing work matters. 
  • Stairs: Encourage employees to take the stairs instead of the elevator whenever possible. This simple change can add more physical activity to their day.
Creating An Employee Wellness-Focused Workplace

Maintaining employee wellness in a cubicle or small workspace is entirely possible with the right strategies. By incorporating desk exercises, ergonomic practices, movement breaks, and healthy habits, employees can improve their health and productivity. Encouraging these practices not only benefits individual employees but also contributes to a healthier, more engaged workforce. Employers should support and promote these initiatives to create a positive and wellness-focused work environment. 

By integrating these tips into daily routines, employees can stay active, reduce stress, and enhance their overall well-being, even in a small workspace. Let’s make employee wellness a priority and create a healthier workplace for everyone. 

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HR & People Operations

Lasting Weight Loss: The Impact of Health Coaching in Employee Wellness Programs

Health Coaching
Lasting Weight Loss: The Impact of Health Coaching in Employee Wellness Programs vs. Going Solo

Is your employee wellness program falling short? Are your employees struggling to achieve and maintain long-term weight loss? A robust wellness program is essential for boosting employee morale, productivity, and overall health. By investing in a comprehensive health coaching program, you can empower your employees to make sustainable lifestyle changes and achieve their weight loss goals.

When considering your Employee Wellness Program, ask yourself – do you know anyone who has managed to lose a significant amount of weight and keep it off? What separates them from those who lose weight but gain it back? The key to long-term weight loss goes beyond eating less and moving more. It involves emotional and social wellness, a mindset shift, and having proper support. This is where a health coach can play a pivotal role.

The Role of Health Coaching in Weight Loss

Health coaching involves a trained professional working with clients to help them achieve their personal health and well-being goals. This personalized approach includes identifying areas for improvement, readiness for change, finding their “why,” setting realistic goals, creating customized plans, and providing ongoing support and accountability. Health coaches use techniques like motivational interviewing, goal setting, and behavior modification to help clients make sustainable lifestyle changes.

Achieving and maintaining long-term weight loss is a significant challenge for many individuals. With the popularity of GLP-1 agonist medications used for weight loss, it is more important than ever to consider the long haul. Specifically, as it relates to maintaining strength and muscle mass while dieting and maintaining long-term behavior change. Whether medications are used to lose the weight or not, the support of a health coach can make a huge difference in helping your employees keep the weight off for a lifetime, versus going at it alone.

Benefits of Health Coaching for Long-Term Weight Loss 
Personalized Approach

  • Health coaches allow their clients to be the “CEO” of their own lives, and tailor their strategies to the specific needs, preferences, and circumstances of each client. This personalized approach ensures that the goals and strategies are the clients “own,” so the guidance provided is relevant and practical, increasing the likelihood of successful outcomes. 

Holistic Health 
  • Health coaching addresses all aspects of health and wellness, including physical, mental, spiritual, social, occupational and emotional well-being. This holistic approach ensures that clients receive comprehensive support, helping them achieve overall wellness rather than just focusing on weight loss since often these factors impact each other. 
Empowerment Enhanced Self-Efficacy 
  • Empowerment is a key element of effective health coaching. By fostering a sense of ownership and control over their health journey, coaches help clients build confidence in their ability to make small, positive changes over time. Empowered clients have more self-efficacy, or belief in their ability to achieve their goals. This increased self-efficacy can lead to greater adherence to health recommendations and more successful outcomes. They are more likely to take proactive steps towards their goals, maintain motivation, and overcome obstacles. 
Accountability and Motivation 
  • Goals become more “real” when commitments are made to an accountability partner. Regular check-ins with a health coach provide clients with the accountability and motivation they need to stay committed to their goals. Knowing that someone is there to support and encourage them can make a significant difference in achieving and maintaining healthy habits. 
Behavioral Changes 
  • Health coaching focuses on making sustainable lifestyle changes rather than quick fixes. Coaches help clients develop healthy habits and behaviors that can be maintained long-term, leading to lasting health improvements. 
Improved Health Outcomes 
  • Research has shown that health coaching can lead to significant improvements in various health outcomes. For example, individuals who participate in health coaching programs often experience reductions in blood pressure, cholesterol levels, and body weight. These improvements can lead to a lower risk of chronic diseases and better overall health. 
Stress Management 
  • Health coaches are equipped to help clients manage stress effectively. Through techniques such as mindfulness, relaxation exercises, and time management strategies, coaches help clients reduce stress and improve their overall well-being. 
Support for Chronic Conditions 
  • For individuals managing chronic conditions, health coaching can provide invaluable support. Coaches help clients understand their condition, develop effective management strategies, and navigate the healthcare system. This support can lead to better disease management, fewer complications, and an improved quality of life. 
Increased Engagement in Health 
  • One-on-one health coaching encourages clients to take an active role in their health. By involving clients in the goal-setting and decision-making process, coaches foster a sense of ownership and engagement in their wellness journey. 

So, while it’s possible to achieve long-term weight loss without health coaching, it often presents more challenges. Individuals who attempt self-guided weight loss frequently experience these limitations:

  • Self-Reliance: Relying solely on self-guided programs.
  • Limited Focus: Focusing on diet and exercise alone, neglecting holistic well-being. 
  • Behavioral Challenges: Struggling to implement and maintain sustainable lifestyle changes.

Not surprisingly, studies have shown that health coaching can significantly enhance weight loss efforts: Health Coaching

  • Greater Weight Loss: Participants who received health coaching lost more weight compared to those who did not. For example, one study found that individuals with health coaching lost more than 9% of their body weight over 24 weeks. 
  • Sustained Results: Health coaching helps maintain weight loss over the long term. A study showed that digital lifestyle coaching led to significant weight loss maintained over 12 months, with participants losing an average of nearly 10 lbs. (4.5 kg) compared to 3.3 lbs. (1.5 kg) in the control group.  
  • Behavioral Changes: Health coaching supports the development of healthier habits and behaviors, which are crucial for long-term weight management. 

Without the support of a health coach, your employees may find it challenging to make lasting behavioral changes. Quick fixes and fad diets often lead to temporary results, but sustainable weight loss requires a comprehensive approach that addresses underlying motivations, habits and behaviors. 

Conclusion: 

While it is possible to achieve long-term weight loss without health coaching, the support and guidance of a health coach can significantly enhance the likelihood of success. Health coaching offers a personalized, holistic approach that empowers clients, provides accountability, and fosters sustainable lifestyle changes. When crafting an effective Employee Wellness Program, consider those who are serious about achieving and maintaining long-term weight loss, and invest in health coaching. 

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HR & People Operations

Digital Coaching: A Cost-Effective Wellness Option for Small Businesses

Digital coaching

Digital Coaching

In today’s fast-paced world, most of us know we need to make changes in our lives to improve our sleep, manage stress, get more exercise, eat well, maintain a healthy weight, and, in some cases, reduce our use of alcohol or other substances. But knowing we should change and following through are two very different things. Health and wellness programs offer a structured way to support these changes, but the programs that work can be costly, especially for small businesses. And even with the best intentions, there’s no guarantee that employees will consistently stick to these programs—because, well, they’re only human.
For small businesses with limited budgets, this unpredictability makes it hard to justify an investment in wellness programs that may not yield consistent engagement. Many wellness offerings are comprehensive but too rigid and hard to integrate into real life. They may be one-size-fits-all and fail to account for the unique lifestyles, challenges, and limitations of each employee. Live, one-on-one coaching is incredibly effective but can quickly become cost-prohibitive if a small business wants to make it available to all employees on an ongoing basis.
The Rise of Digital Coaching
This is where digital coaching steps in as a cost-effective and flexible solution. Digital coaching can replicate the personalized guidance, support, and accountability typically provided by human coaches, but in a format that’s more scalable and affordable for small businesses. Think of digital coaching as a wellness coach in your employee’s pocket—always accessible, flexible, and adaptable to individual goals.
Digital coaching programs, when done well, can provide personalized recommendations based on each user’s health goals and challenges, and they include tools to help employees track progress, adjust their goals, and stay motivated. Unlike static wellness programs, digital coaching adapts to an individual’s journey, making it more realistic and effective for the ups and downs of real life.
Behavior Change and Cognitive Training: The Essentials
For any wellness program to be worth the investment, it must focus on true and sustainable behavior change. Small businesses should avoid programs that only address superficial lifestyle changes without including components for cognitive training, such as stress management techniques, habit-forming strategies, and mental resilience exercises. Real change is about understanding why we do what we do and gradually shifting those habits over time. Digital coaching that integrates cognitive training can help employees make these changes in a way that’s accessible and sustainable.
While digital coaching may not fully replicate the depth of a live coaching session, it’s the next best option for companies on a budget. Digital coaching has the added benefit of being more approachable for employees who may find jumping into deeply personal issues with a live coach intimidating. In fact, many employees may find the digital format less intrusive, allowing them to address sensitive issues at their own pace and feel a greater sense of autonomy.
Digital health
The Perfect Complement to Live Coaching
For companies that already offer live coaching sessions, digital coaching can be a valuable complement. Employees can use digital coaching between live sessions to reinforce the healthy habits they’re working on. This combination maximizes the benefits of live coaching by helping employees maintain focus on their wellness goals and stay engaged, even when they’re not in direct contact with a coach.
 

Final Thoughts 

Digital coaching isn’t a replacement for live, one-on-one coaching, but it’s the most effective, affordable alternative for small businesses wanting to support their employees’ well-being without breaking the budget. It offers the flexibility, accessibility, and personalization needed for sustainable behavior change, all at a fraction of the cost of traditional wellness programs. For small businesses, investing in digital coaching can be a smart move that provides employees with an approachable, engaging, and scalable way to achieve lasting health improvements. 

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