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4 Ways to Offer an Employee Wellness Benefit your Team Will Enjoy

It seems like more and more companies are taking a deeper look at their wellness programs, and for good reason—employee wellness is not only a perk, it’s a growth lever for any size organization. In fact, studies have shown a true positive correlation between employee well-being and reduced turnover, customer loyalty and profits!  However, to […]

Written By Bryan Smith

On April 30, 2020

Dedicated wellness expertise each step of the way.

It seems like more and more companies are taking a deeper look at their wellness programs, and for good reason—employee wellness is not only a perk, it’s a growth lever for any size organization.

In fact, studies have shown a true positive correlation between employee well-being and reduced turnover, customer loyalty and profits!  However, to avoid wasting what can be a large investment, companies need to be smart in designing wellness programs that actually solve their employee’s problems.

Here are our top four tips to ensure you’re offering a wellness program that your employees will actually value:

1. Make it personal.

In order for an employee to care about an available wellness benefit, it has to be personal to their journey in wellness. For example, an employee who is training attempting to deadlift the world or run a marathon may not be motivated by a simple fit bit challenge. On the other side, an employee who despises taking that SoulCycle class probably won’t value a bunch of free classes. 

Instead, consider putting your employees in the driver’s seat. Platforms such as LEON make it easy to let employees choose what piques their interest, whether it’s physical, mental, or lifestyle based. From there, each individual’s wellness program is personalized with content that meets their self-identified goals.

2. Offer flexibility in your wellness benefits.

Why dictate how employees spend wellness funds when you can, instead, empower them to use them in a way that aligns to their specific goals? Wellness benefits like LEON’s digital wallet allow companies to provide their employees with money that they can then spend on things that support their healthy lifestyle, for example for goods and services geared more towards prevention than treatment. This might include things like fitness classes, meditation, and bike shares, but ultimately you’re putting that purchasing decision in the hands of the person it will affect.

3. Don’t focus solely on physical health.

Wellness is much more than physical health. It’s really about the many factors that can impact a person’s overall wellbeing, from financial to mental to social health, etc. A wellness program that is well-rounded and treats the whole person is essential to its success. Offering mental health tools like Headspace or Calm that make it easy for employees to get help without sacrificing anonymity or privacy, is an easy way to boost your wellness program’s engagement and effectiveness.

4. Keep employees engaged in their wellness.

We know, wellness if hard, right?  Not necessarily. Unlike traditional wellness solutions, which focus on communicating with employees once or twice a year for the dreaded HRA, a modern wellness benefit experience drives engagement year-round. For instance, we’ve found that employees who engage in LEON were 70% more active than their counterparts who didn’t. The reason? LEON provides personalized content, programs, and recommendations in real-time, and offers an experience that’s similar to the tech platforms they use daily.


Dive into everything LEON has to offer.

Dedicated wellness expertise each step of the way.