Creating an Empowering Corporate Wellness Program? Our Top 3 Dos and Don'ts

Corporate wellness programs—we love or hate them. If executed well, they provide employees with many benefits that lower stress and boost engagement. If done poorly, people end up feeling like an afterthought rather than a valuable contributor to the company’s mission. 

“The most appreciated programs include health and fitness initiatives, mental health support, financial wellness programs, and stress management solutions.”  said Amrutha Murali, Senior People Operations Specialist at Codilar. I have come across to see that women especially appreciate paid maternity leaves, where the organization can prove its corporate responsibility.” 

No one wants a disempowered workforce. So, how else can organizations transform their benefits to genuinely support the physical, mental, and emotional health of all their employees?Here, we provide a short but efficient guide to gauge your corporate wellness program, supported by valuable insights from business leaders who’ve tried it all.

Do: Promote a culture of proper balance.

Don’t: Idolize high-cost performance.

Work-life balance has always been a popular topic, yet many companies have yet to finesse the delicate dance between encouraging productivity and mandating rest. It’s essential to implement policies that create clear boundaries for people to follow so they don’t feel the need to “be on” at all times, leading to inevitable burnout. 

Michelle Beaupre, PhD, LCSW, Clinical Director at Villa Oasis, suggested the following:

• Flexible work arrangements: “When employees can choose their work hours or work from home, they can manage their responsibilities more effectively, leading to reduced stress and increased satisfaction. This flexibility empowers individuals to attend to family needs, personal appointments, or simply create a more comfortable work environment.”
  
  
• Mental health resources: “Mental health resources are essential for supporting employees in maintaining their emotional well-being. These resources can include access to counseling services, mental health workshops, and stress management programs. When employees have the opportunity to learn about mental health and receive guidance on coping strategies, they are better able to manage challenges at work and in their personal lives.”
  
  
• Health incentives: “Health incentives are programs or rewards that encourage employees to take better care of their health. These can include discounts on gym memberships, free fitness classes, or even health screenings. The idea behind these incentives is to motivate employees to adopt healthier habits, which can lead to improved overall health and well-being.”

Do: Address the root of your employees’ stress.

Don’t: Offer surface-level health benefits.

If employers want to help their work community achieve mindful wellness, they must provide resources that counter various stress factors. Some may have financial difficulties needing expert guidance, while others navigate new life changes and must redefine balance.

According to Samantha Miller, General Manager of Express Dentist, creating a wellness program that aims to reduce career-related stress can be a valuable form of support. She noted, “I have found that employees mostly value wellness programs like lectures on financial literacy, investment, and budgeting tips, free massage therapy, and healthy snack options at work.”

However, to know which wellness offering is best for your employees, you must have a relationship of mutual trust and respect. When workers know they can trust their company leaders, they’re more likely to be transparent about their needs.

Do: Make your wellness offerings personal.

Don’t: Take a cookie-cutter approach to your solutions. 

The workplace is diverse, and you must treat your employees as such. Inclusion should be at the heart of any corporate wellness program so that it benefits people of any gender, age, race, ability, and background. From unique mental health resources to nutritional support, programs should offer options that cater to more than one type of employee.

Dr. Brooke Keels, PhD, LPC-MHSP, LPC-Supervisor at Lighthouse Recovery, recommends:

“It’s always good to have an open-door policy in the workplace. An open-door policy means that employees are encouraged to share their thoughts, opinions, and concerns with their leaders. This allows leaders to have a better understanding of what their employees need and want in terms of wellness programs.

Another way to transform wellness programs is by involving employees in the planning process. Ask HR to approach a few employees and form a wellness committee that can help brainstorm ideas for programs that would work best for the company. When the ideas and plans come from the employees themselves, it’s more likely going to be well-received and successful. It’s because they know what their work community needs and wants, and they can also help spread the word and get others on board.”

Revolutionize your industry alongside women luminaries.

At CCWomen, a community platform for women leaders and allies, health is an ongoing conversation. Creating a successful corporate wellness program requires an ongoing commitment to inclusivity and balance. 

Healthy employees mark a healthy workplace—and it’s our responsibility to foster spaces where everyone, especially women, can flourish in mind, body, and soul while elevating their careers. 

Interested? Join our network today!