Recently, a LinkedIn post caught my attention, arguing that organizations shouldn’t waste time offering workshops and wellness challenges for employees. Instead, the real impact comes from meaningful benefits and policies—things like flexible work schedules, flu shot clinics, and paid leave. (You can see the original post below.)
This perspective raises an important conversation about the evolving landscape of workplace wellness. There has been increasing advocacy for stronger policies that support employee health—more flexible work arrangements, expanded sick leave policies, and larger wellness stipends that extend beyond just gym memberships. These structural benefits are essential, but it’s a mistake to overlook the impact that personal wellness programming can have on a business. Promotion and prevention are smart business decisions, and we need to recognize that both policy and programming play a role in fostering a healthier, happier workforce.
While we can’t force employees to participate in wellness initiatives, we can create an environment where making healthier choices is easy, accessible, and even enjoyable. Investing in health promotion programs is part of an organization’s responsibility—after all, healthier employees tend to be happier, more productive, and take fewer sick days. If that’s not a direct savings to the company, then what is?
Promoting healthy habits doesn’t have to be a chore. Fun, engaging wellness events can help build camaraderie among teams. Whether it’s a friendly competition like a step challenge or a virtual “Walk Across the Country” initiative, these activities promote movement and connection. Even something as simple as encouraging employees to step outside and use local pathways can foster well-being while reinforcing a culture of health within the organization.
One often overlooked aspect of wellness programming is the inclusion of speakers and educational events. Failing to schedule these opportunities is a huge missed opportunity. Not every message needs to be delivered in an all-staff town hall; smaller, targeted groups can benefit from meaningful discussions tailored to their needs. Leadership, managers, and supervisors, for example, could greatly benefit from sessions focused on mental health, stress management, or resilience training. The key is to offer diverse options that meet employees where they are and address topics that resonate with them.
The effectiveness of wellness initiatives often hinges on how well they are communicated and marketed. Employees can’t engage with what they don’t know about. Strong communication strategies—consistent messaging, engaging promotional materials, and incentives for participation—can drive engagement. Moreover, gathering feedback from employees about what wellness topics and activities interest them ensures that initiatives remain relevant and appealing. The more employees feel heard and included, the greater the buy-in.
At the end of the day, both robust benefits and engaging wellness programs are essential to fostering a workplace culture that prioritizes health. It’s not an either-or scenario; it’s about integrating both to create a holistic approach to employee well-being. A workforce that feels supported both structurally and personally will always be a more productive, engaged, and satisfied one.
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Get your FREE No-Obligation Strategy Session by emailing us today (info@ewsnetwork.com). Employee Wellness Solutions Network can help you create a healthier culture resulting in a more profitable and successful workplace. Our memberships give you access to services including corporate wellness specialists, trainers and health coaches to help you create the best strategy for your organization.