Designing a wellness program your team can actually use

Engaging in a conversation about wellness programs and benefits reflects a proactive approach to supporting our workforce’s holistic well-being.

As we navigate the evolving landscape of work and life, it’s crucial to explore avenues that promote physical, mental, and emotional health among our employees. By initiating this dialogue, we aim to identify and implement impactful strategies that not only enhance individual well-being but also foster a positive and thriving workplace culture.

We delve into this discussion to discover the wellness initiatives that can best serve our diverse workforce and contribute to their overall success and satisfaction, in this week’s edition of Let’s Talk.

Let’s Talk.

Discover more Let’s Talk Business episodes

Contribute to Dynamic Business

Dr Jane Foster, Emotional Resilience specialist, author of It’s In Your Hands

“In a world fraught with challenges and uncertainties, emotional resilience emerges as a critical skill that leaders can implement to improve culture.  Programs teach how to control your response to people and circumstances, stopping the stress of blame and judgement towards oneself and others. Based on a driving metaphor, this shift in perception is created by introducing simple words into everyday language, profoundly affecting well-being and enhancing lives. Good/ bad are replaced with rough/smooth, removing stigma and giving all emotional roads a purpose; rough roads build resilience, and smooth roads build health. A successful workplace no longer depends on everyone driving on a smooth road. Only you have control of your steering wheel, and you choose which road you drive down. With uncertainty ahead, ER is a vital skill for leaders and their teams.”

John Mathios, Executive Director – People and Culture at Asuria

“As Australia’s second-largest provider of employment services, we understand the significance of leading by example when it comes to employee wellbeing.

“That means creating a supportive workplace environment for our staff by offering balanced wellness programs and benefits that promote physical, mental, nutritional, and financial wellbeing.

“We also provide paid training programs to help staff to plan for the future — especially in a rapidly changing labour market — while encouraging the employers we work with to do the same.

“When it comes to staff’s time away from work to recharge, we believe businesses should consider allocating a quota of additional personal days specifically for enhancing personal wellbeing and work/life balance, such as family days, or for activities dedicated to mental and physical health. Additionally, training the People and Culture team to become accredited Mental Health First Aid Officers offers a valuable service, enabling them to provide enhanced support to employees.

“Finally, to help deliver on all these fronts, businesses should think about recruiting or assigning a dedicated wellbeing specialist, who can help to set goals, monitor progress, and act as a conduit between staff and senior management.

“We’ve already seen tangible improvements in workforce wellbeing at Asuria as a result of these initiatives, which is why we’d encourage others to invest in them, just as we continue to do so.”

Amanda Gordon, Workplace Psychologist at Indeed

“The most effective wellness benefits for employees provide choice and include flexibility.  Thus, flexible work hours will ideally form part of any wellness programme. For example, some people might like to exercise in the morning, others at lunchtime and some in the evening. Providing employees with opportunities to exercise, relax, meditate, do yoga, etc. at a time that suits them will enhance wellness.

“Another key element for businesses to foster in wellness programmes is the creation of positive connection between colleagues.  Supporting a group exercise class, or a running or walking group of employees will carry both the physical and mental benefits of exercise but also promote connectedness. Programmes which tick multiple boxes are the ideal.”

Nikki Williams, CEO/Founder at Mentwell

“While there is an array of programs and benefits businesses can offer to support their workforce, most happen too late or are too narrow to actually cater to all employees needs. With 1 in 5 Australians reported to be facing a mental health and wellness challenge as we speak and mental health epidemic costing Australian businesses $39.9 billion dollars a year, workplaces need to proactively cater their workforce with solutions, like the ones we’ve designed with Mentwell’s health and wellness corporate gift card, that are both proactive and holistic.

“Mentwell is a digital gift card for mental health and wellness services where the receiver gets to choose how they redeem, at any health or wellness service provider, Australia-wide. Think GPs, dentists, all Allied Health, gyms, yoga and pilates businesses, massage, wellness centres and acupuncture etc.”

Andrew Rossington, Chief Product Officer at Teletrac Navman

“In the any industry, wellbeing is an essential component in employee retention. For those that are on the road every day, whether delivering goods, meeting clients or conducting home visits, prioritising safety is an important way we can support our workforce. A supportive employer and work environment can significantly improve employee satisfaction and efficiency. Driver rewards programs are also an effective way to encourage safe driving habits as well as motivating employees to improve performance. For example, our client, Brisbane-based Jarratt Transport Solutions, awards its top scoring, safest and most efficient driver a $500 bonus every month.

“Telematics software such as TN360 can play a role in keeping drivers healthy with advanced safety features. With the ability to monitor driver safety, identify fatigue or unsafe driving patterns, and provide real-time feedback to drivers, fleet managers can safeguard their workforce and demonstrate a commitment to employee health and safety.

“The ability to simplify and streamline processes via digital apps also makes a driver’s job less taxing. Monitoring drivers in real-time enables employers to identify where further training is needed, while removing unnecessary job-related stress contributes significantly to the overall wellbeing of the workforce.”

Sonia McDonald, CEO/Founder/Keynote Speaker at LeadershipHQ

“Well-being benefits and psycho-social hazard risk aversion (and legislation) – are crucial in the workplace today.

“Benefits are endless; when we focus on the well-being of our people we increase the well-being of our business in spades. Think increased engagement, lower turnover , motivation, psychological safety, trust, productivity, elevated culture, loyalty, connection, and being an employer of choice.

“Some well being and wellness programs and strategies that work;

• leadership programs and coaching to teach human skills including well-being and safety
• flexible arrangements
• hybrid working policies
• further education and professional development
• integrated employee assistance and life management services
• return to work programs
• reward or recognition programs and leadership awards
• volunteer days
• mental well-being months
• financial wellness and advisory
• EAP programs,
• fitness programs, nap rooms
• wellness challenges like steps
• wellness newsletters
• book clubs,
• IWD Day and other celebration days

“All the above must start with a plan and/or strategy; an assessment/survey is a great starting point. This needs to be linked to culture and include feedback and insights around what their people want too.

“Amazing communication and marketing strategies help, as well as allocating wellness champions, but true success comes from these initiatives being driven from the the top, and execs need to be seen role-modelling them.”

David Price, CEO at Employsure

Unsurprisingly, the modern workforce is drawn to businesses that prioritise wellbeing and invest in supporting a healthy-work life balance for employees. Businesses that actively support employee wellness will see positive outcomes for productivity and employee engagement, and more importantly, reduced stress and anxiety among staff.

“Enacting a mental health strategy fosters an environment where workers feel included, supported, and heard. An effective mental health strategy should include coaching and resources that enable supervisors, managers, and business owners to identify and support workers who may be struggling with their mental health.

“In determining what your company’s requirements are for a mental health strategy, begin by reviewing any existing employee wellness programs if they are already in place. Perhaps there is a program started years ago that is no longer fit-for-purpose, or maybe there are online training modules that have been forgotten about, which may simply need updating.

“If a new program is required, refer to HR data like exit interviews, complaints, and disciplinary records, which can shed light on employee needs or potential issues that may need remediation. Anonymous surveys are also useful to obtain direct and honest feedback from your workforce on what support they need to ensure their wellbeing.”

Danielle Owen Whitford, CEO at Pioneera

“The University of Oxford has recently found that wellness programs providing a “buffet” of wellness options including sleep apps and online coaching do not benefit employee well-being.

“Wellbeing that works is a psychologically safe environment, led from the top. To do this companies must:

1. Change the system that is driving burnout: Poor job design and inability to prioritise are two key factors driving overwork. Implementing a system where you take one thing off everyone’s to-do list if you add something new, starts to educate people on the value of prioritisation and focus.
2. Educate and support leaders: Coach leaders to create psychosocial safety and encourage growth mindsets with their team. There is a strong link between improved wellbeing and improved engagement and productivity.
3. Using Data: Measure team achievements using technology like our Coach Indie to understand real-time well-being. Data-driven and actionable insights help your leaders make better decisions.
4. Leading by Example: Encourage leaders to prioritise self-care and demonstrate appropriate behaviours to their team. Their actions set the tone for the entire workplace.

“No amount of wellbeing programs will address work practices that cause stress and undermine wellbeing. Implementing practices that build psycho-social safety improves productivity, customer satisfaction and employee retention.”

Elise Balsillie, Head of Thryv Australia

“According to the government’s Department of Health and Aged Care, almost half of Australian adults will face mental ill-health at some point in their lives. Whether you’re a big corporation or a small business, workplace stress is a growing reality, making the investment in people and employee wellbeing a priority.

“Establishing a wellness program in the workplace shows that you value your staff and will create a more open and inviting workplace where employees can speak up if they are struggling. This creates a sense of loyalty to your business, and that loyalty spreads to your customers too.

“Here are my suggestions for your business to implement:

• Training your managers on how to encourage employees to speak openly about issues and how to direct them to the appropriate resources.
• Prominently posting the phone numbers of government-sponsored mental health resources for your employees to access.
• Making mental health self-assessment tools available to employees online.
• Working to remove any stigmas associated with mental health issues by making free materials like brochures and videos available as a resource.
• Offering quiet spaces for employee use throughout the workday

“Fostering a supportive workplace culture is essential to your employees’ wellbeing. Taking advantage of the resources available and encouraging an open dialogue will go a long way to creating that culture that makes you an employer of choice.”

Peta Sigley, Co-Founder CEO at Springfox

“Workplace wellness initiatives like gym memberships, mindfulness apps, mental health and stress management workshops, and access to Employee Assistance Programs (EAPs) certainly contribute to the wellbeing of an individual.

“But having a truly resilient, high-performing and ‘well’ workforce, relies on three critical components – leadership, people and culture.  Employers need to look beyond just the wellbeing of individual workers and address what might need to change across the workplace in these key areas. For example, instead of just teaching employees how to manage stress, business leaders need to consider how they can address the root cause of the stress.

“Establishing a workplace culture founded on compassionate leadership and trust, mentally healthy employees, and psychological safety, including encouraging work-life balance and offering flexible work arrangements where possible, will aid workers in determining how they can sustainably and effectively do their job.

“While wellness programmes and benefits are essential, if an organisation doesn’t also take steps to invest in its leadership, people and culture, low levels of wellbeing will persist.”

Angelo Tselios, HR Manager at The Big Smoke

“Wellness is about being at your peak – feeling, thinking, and acting your best, both at work and in life. This state, where you’re more your best self, is crucial for productivity and a positive workplace environment. It involves your entire being: body, emotions, and spirit. Workplace wellness programs, tailored to fit the culture, size, and location of the company, focus on improving the health and fitness of employees, thereby enhancing both individual and team performance.

“Workplace wellness programs are designed to boost well-being and productivity, and can include a range of options:

• Fitness programs
• Flexible hours
• Stress management development
• Smoking cessation programs
• Weight loss, nutrition and exercise initiatives
• Online access to wellness evaluations and support
• Financial coaching sessions

“The benefits of implementing wellness programs far outweigh the costs for a company; they are wide-ranging and can significantly impact both individual and organisational well-being:

• Improved health behaviours
• Increased energy and happiness
• Enhanced productivity and morale as employees feel valued
• Strengthened team and company engagement
• Improved attendance driven by healthier, more motivated employees

“While meaningful benefits such as gym membership, or extra days off, can attract new talent, other options such as PAWternity leave, mental health care, and remote health care access options, can be a game changer.”

Dr Zivit Inbar, CEO/Founder at DifferenThinking

“Wellness is the stealth element of productivity. The wellness of our team members directly impacts the team’s productivity and, consequently, the entire business. In the day-to-day, it’s easy to focus on productivity, KPIs, and tasks, and ignore this stealth element that affects the business. These are some ways to support our workforce with wellness programs and benefits:

• Tailoring for success: Wellness programs must be tailored to the team’s size and demography, the nature of work, and the company’s financial capabilities.
• Holistic approach: Effective initiatives embrace a holistic approach, addressing physical health, mental wellbeing, financial stability, social connection, and work satisfaction.
• User-centric programs: Programs should be appreciated and impactful for employees’ wellness. In small organisations, wellness can be tailored to individual needs. Large corporations can offer a variety of activities.
• Fostering social wellbeing: Lean programs can promote team connections through volunteering opportunities, mentorship programs, and interest groups, countering the impact of remote work on social wellbeing.
• Leadership and work-relationships: Providing support for leaders and managers through leadership programs and coaching is essential for a positive work environment.
• Wellness diagnosis: Diagnosing the unique wellness needs of your team is crucial for tailoring a sustainable and appreciated program. Sometimes, lean programs are more effective than extravagant ones.”

Konstantin Klyagin, Founder of Redwerk

“Helping employees find work-life balance should be the primary focus of wellness and benefits programs. At Redwerk, we’ve embraced remote work since pre-pandemic, and the results are clear: higher retention and happier faces.

“We go further with flexible hours, letting employees choose schedules that fit their needs. We allow employees to show up for work until 2 p.m. As an agency working globally, we need a window of overlapping work hours for real-time communication. Flexible hours allow employees to stay in sync with clients without overworking.

“A well-rested employee is worth three overworked ones. So, paid time off should be sufficient and readily available to use.

“But wellness isn’t just about rest. We recognize the importance of both physical and mental health, so we provide monthly wellness stipends. Whether it’s hitting the gym, joining a dance class, or seeking therapy, the choice is theirs.

“Of course, the best programs can’t thrive in a culture of overwork. Prioritize balanced workloads and foster a supportive environment where employees feel empowered, not pressured. It’s not about presenteeism; it’s about results and well-being.”

Brett Newstead, Director of Sales, Zebra Technologies

“Zebra offers many wellness programs for our employees, including a welltrack portal and employee assistance program to help our staff and their families cope with personal problems that is accessible 24/7 complimenting reward programs, recognition programs, volunteer opportunities and internal inclusion and diversity groups. It has also become crucial for business leaders to prioritise supportive measures for their teams beyond wellness programs by providing staff with the necessary tools to streamline their tasks and make their jobs more manageable.

“As we are often working with our customers on frontline worker solutions, staff wellbeing is also a core value considered in the design and operation of the solutions that we create.  Many frontline workers have faced burnout, particularly amid surges in demand, staff shortages, and heightened responsibilities over the past few years. In Zebra’s most recent Global Shopper Study, 84% of surveyed retail associates in APAC feel more valued when they have technology to help them do their work. Mobile computers allow frontline workers to access the necessary information, applications, and people they need to get their jobs done, which in turn can help boost productivity and lead to a positive engagement rate and level of job satisfaction.”

Kylie Green, Managing Director APAC at Reward Gateway

“In our latest Workplace Engagement Index, 30 per cent of employees said they would be more inclined to stay with their current employer if offered more support for their financial, mental and physical wellbeing, indicating the importance of implementing wellness programs and benefits when engaging employees and driving productivity.

“Benefits have become a baseline for any employee offering and introducing an employee discounts program is a cost-effective, quick-to-implement addition to your total rewards arsenal that can make an impact on household budgets immediately.

“Additionally, flexible reward redemption options that provide employees with meaningful rewards such as supermarket vouchers to use on their weekly food shop or retail vouchers to replace essential white goods can make a real difference during the cost of living crisis.

“Our research found that 64% of employees believe employers should do more to offset inflationary pressures and the rising cost of living, so providing employee benefits that support financial wellbeing needs to be a necessity. By providing well-rounded wellbeing support, organisations can cultivate a truly thriving workforce and create a competitive EVP that drives talent attraction and engagement.”

Nick Flude, CMO at Sekuro

“Yoga classes, Friday drinks, monthly team lunches and birthdays off, don’t necessarily appeal to everyone when it comes to wellness initiatives or work benefits. An organisation’s workforce shouldn’t be treated as a homogeneous group. Giving employees the freedom to choose how they want to look after their well-being is critical simply because well-being looks different for everyone.

“Sekuro’s Be Well program, is an employee well-being initiative that’s available to all employees once they pass probation. The Be Well program promotes self-care and is designed to help employees find balance outside of work by giving them an allowance of up to AU$600 per fiscal year to spend on a hobby, a sporting or cultural activity, membership fees or event, in a bid to encourage them to take care of their bodies, minds and brains.

“From health retreats to gym memberships, to piano lessons, gardening courses or pottery classes, nothing is off limits on Sekuro’s Be Well program as long as the chosen activity serves the purpose of self-care that’s specific to the individual.

“Since coming into effect on July 1st 2022, 62 employees (out of 130) have joined the Be Well program and used their  allowance on a wide range of activities including competitive triathlon training, camping equipment, breathwork treatment, dance classes, creative writing courses, golf equipment amongst others.”

Damien Sheehan, Country Head of Australia at International Workplace Group (IWG)

“With cost-of-living pressures and economic uncertainty, retaining valued employees is more critical than ever for Australian businesses. That’s part of the reason why they are adopting hybrid work policies, where employees split their time between a local flexible workspace, a city centre HQ and their homes.

“The positive impact of the fast-growing hybrid model on people, profits and the planet is increasingly clear to see. In addition to unlocking cost savings for businesses, it has fast-tracked the demise of daily long-distance commutes (often to a city-centre HQ) and increased demand to work from local flexible workspaces. This in turn is enabling employees to achieve a greater work-life balance.

“This is affirmed in recent IWG research that shows that 76% of Australian hybrid workers have lower stress levels and 61% have gone so far as to say they can’t afford to give up hybrid working.

“In an uncertain economic environment, hybrid and more localised working will continue to be at the top of the list as a major attraction for recruitment. Australian business leaders should view this as an opportunity for creating and maintaining a healthier and happier workforce.”

Claire Wu, CEO/Founder at Breathe Into Peace

“Wellness programs offer a holistic approach to employee health, aiming to improve workplace physical, mental, and emotional well-being. Initiatives include various activities and resources designed to promote healthy lifestyles, reduce stress, and create a positive work environment.

“The benefits of wellness programs are tremendous by contributing to enhanced employee morale and engagement by demonstrating an organization’s commitment to the well-being of its staff. There are various wellness programs, such as online programs, mental health resources, and stress management programs.

“At Breathe Into Peace, we focus on in-person workshops, nervous system regulations, living and thriving at work, and mental wellness at work, through daily easy-to-use tools and techniques.

“From our experiences, wellness programs can lead to increased performance and reduced absenteeism. Employees who feel supported in managing their mental health are more likely to maintain consistent attendance and perform optimally. Additionally, such programs can mitigate sick leaves or burnout for employees and employers by implementing preventive care.

“Overall, wellness programs cultivate a culture of health and strength, contributing to stronger connections among team members and ultimately driving organizational success.

“By investing in employee wellness, companies prioritize their workforce’s health and reap the rewards of a happier, healthier and more resilient workforce.”

Alex Davis, Co-Founder and Sales Director at leaselab

“At leaselab, we believe a person’s financial health is just as important as their physical and mental health.

“Workers don’t just want a good-looking salary – they want benefits that add value to their remuneration, which is where novated leasing comes in.

“A novated lease allows you to pay for your car and its running costs out of your pre-tax salary, which can dramatically reduce the amount of annual income tax you pay and in turn, save you thousands.

“It’s an agreement between you, your employer and a lease provider.

“For employers, novated leases are cost neutral, can help attract and retain talented staff, boost employee satisfaction, add value to an employee’s salary package and reduce or eliminate the need for company cars.

“For employees, it’s a chance to reduce their taxable income and grow their wealth over the long-term. For context, our customers save an average of $39,781 over the term of their lease.

“It’s a win-win for all parties!”

Garrett O’Hara, Senior Director – Sales Engineering APAC at Mimecast

“Cybersecurity is a notoriously demanding profession, one involving constant pressure. It often attracts direct blame if something goes wrong and real-world consequences if mistakes occur. To mitigate this there are many programs and benefits, such as providing a flexible workplace, mental health initiatives, employee assistance programs and mentoring Australian businesses should offer to promote wellbeing.

“Standard benefits should include providing as flexible a working environment as possible and executive coaching opportunities such as Mimecast’s BetterUp programs. On mental health wellness, employee assistance programs and access to therapists are important for promoting wellness.

“But in a career as demanding as cybersecurity, mental health initiatives such as mindfulness and meditation as a regular occurrence are necessary to reduce stress from hypervigilance. Cybermindz, of which Mimecast is a proud founding partner, is an outstanding example of this. Conceived to provide resources and support to anyone feeling overwhelmed in the cyber community, it was developed by a clinical psychologist and involves a 10-step sequence to help cyber professionals address hypervigilance and hyperactivation.

“We’ve found that Cyber staff who have been through Cybermindz sessions report significant improvements in their daily mental resilience enabling them to feel supported at work.”

Tony Maguire, Regional Director ANZ at D2L

“In today’s ever-changing job market, companies are redefining the scope of employee benefits to encompass more than just traditional salary packages; they’re including other benefits, such as opportunities for ongoing learning and skills development.

“A 2021 study by McKinsey & Company found that the most common reason people gave for leaving their jobs was a lack of career development. That answer was more common than compensation, work expectations or leadership. The data paints a compelling picture: if employers don’t give their people the opportunity to grow, they’ll leave to find these opportunities elsewhere.

“Nowadays, Learning Management Systems (LMS) are used to create and implement career-aligned learning programs, which are key employee benefits. These platforms offer personalised learning that not only enhances workforce skills but also highlights an employee’s dedication and growth over time. By using an intuitive and modern LMS solution, organisations can streamline administrative tasks by monitoring completion rates and issuing formal certifications, reducing their overhead costs.

“By offering ongoing learning and professional growth as employee benefits, companies can potentially position themselves as employers of choice by demonstrating their commitment to investing in their staff.”

Aline Van Koninckxloo, Global Head of People at Stake

“When designing a benefits program, it’s important to understand what employees truly value. For instance, our internal research found that rather than quick wins like free breakfasts,  people place most value on those that have long term impact — such as the ability to spend more time with family and professional growth. While it’s important to be intentional with your benefits, it’s essential to give an element of choice too.

“Rather than being prescriptive, our generous professional development budget means employees can access courses or other learning opportunities that are best suited to their aspirations, while our separate wellbeing budget allows each team member to choose activities that promote their mental or physical health. Initiatives such as  mental health days and public holiday swap days also mean employees can make benefits work around their schedule.

“Benefits programs can also extend beyond your team members and have a positive impact on their families. Given the increasing strain of childcare costs, we designed a program that combines parental leave — regardless of gender or caregiver status — along with a childcare allowance of up to two years, so that families have more options when deciding how and when to continue their careers.”

Damien Andreasen, Vice President of APJ at HiBob

“Businesses need to pay attention and find ways to proactively support employees’ mental wellbeing — especially for employees working remotely.

“Before designing programs to address employee wellness, companies should have systems in place to collect employee feedback and identify engagement trends over time. Once an effective feedback channel is created, programs can be tailored to specific needs of the team. Currently, we see high demand for EAP like Sonder to support mental health, increased demand for healthcare,  gym memberships, access to meditation Apps and flexible work policies. Often, it doesn’t stop there. With the lines between personal and professional life becoming blurred, employees are requesting broader support including financial literacy workshops, access to counsellors, office snacks catering to dietary requirements and creative leave policies allowing employees to have mental leave before burnout sets in. HiBob, for instance, offers Bob Balance Days in addition to leave where the whole company downs tools for a day to reset ahead of the new quarter.

“HiBob’s recent survey of 1,000 young Aussie tech workers found four in five are happy with their work–life balance, when asked what workplace benefits they value the most, the top three responses were the ability to work from anywhere for a portion of the year, a fully remote work model, and a four-day work model.  However, a whopping 67% admitted expectations from their role have an impact on their mental health, mitigated for most by having right resources and being trusted at their jobs.”

Discover Let’s Talk Business Topics

Keep up to date with our stories on LinkedIn, Twitter, Facebook and Instagram.