What happens when wellness becomes part of the workday

In today’s workplace, building a strong wellbeing strategy is a must. For HR and benefits leaders, the challenge isn’t just offering wellness programs — it’s integrating health and wellness into everyday employee experiences. Smart employers go beyond basic offerings and create an ecosystem that supports the full spectrum of employee wellbeing — physical, mental, emotional, and social.

On a recent episode of The HealthFitness Podcast, Ann Wyatt, VP of Client Success, spoke with Elizabeth Scuderi, Senior Contract Manager of Wellness and Fitness, about her work supporting a 20,000-person biotechnology company. The conversation offered a roadmap for employers looking to elevate their wellness strategy in meaningful, measurable ways.

Here are nine actions benefits leaders can take to create more impactful and inclusive wellness programs.

1. Introduce Wellness Early in the Employee Journey

At this biotech company, wellness is woven into the onboarding experience. New hires are immediately introduced to the full spectrum of available wellbeing resources, from mental health tools to fitness centers to nutrition support. This early exposure reinforces the message that employee health is a priority from day one, setting the tone for participation and long-term engagement.

2. Incorporate Movement into the Workday

Routine Physical activity is not treated as something separate from work — it’s built into the day. Walking paths on campus encourage movement between meetings, and step challenges create a fun, competitive spirit among teams. Leaders are active participants, often organizing walking meetings or inviting wellness staff to lead stretch or breathing breaks during team gatherings. This emphasis on natural, accessible movement helps reduce sedentary behavior and improves energy and focus throughout the day.

3. Ensure Programs are Accessible for Everyone — Wherever They Work

With a distributed workforce that includes on-site, hybrid, and remote staff, accessibility is key. The wellness program is designed to meet employees wherever they are. Services are available in person, virtually, and on-demand, including mindfulness sessions, ergonomic support, and even therapeutic massage at some locations. This flexible delivery model helps eliminate common participation barriers and ensures a more equitable experience across roles and locations.

4. Use the Fitness Center as a Foundation of Health and Wellness

While corporate fitness centers are a valuable resource, your wellness program should extend beyond the gym. Incorporate small group training, recreational leagues, movement assessments, and creative team-based competitions to reach a wider range of interests and abilities. Employees can take part in personal training, small group training, and recreational leagues like soccer and basketball. Some locations even compete in county-wide corporate games, which adds an element of fun and friendly rivalry. This variety supports different interests and fitness levels while fostering a sense of community and connection.

5. Partner with Dining Services to Promote Nutrition and Healthy Choices

Wellbeing also shows up in the café. Dining services and wellness staff collaborate to ensure healthy food options are available and visible. Healthier snacks are placed at eye level, and full meals are aligned with nutrition criteria. The company employs multiple registered dietitians who offer one-on-one consultations, and employees who aren’t eligible can meet with health coaches instead. Group nutrition support is also offered through webinars, seminars, and themed challenges — such as a month focused on increasing fruit and vegetable intake.

6. Develop a Strategic Wellness Plan That Aligns with Employee Needs

With a population this large, programming must be intentional. Each year, the team reviews outcomes, surveys employee preferences, and identifies health risks in partnership with HR. A detailed wellness calendar is developed, organized by monthly themes, but designed to stay flexible in response to changing needs. Employee resource groups and wellbeing champions provide ongoing input, helping the wellness team stay connected to what matters most to employees and reinforcing the inclusive nature of the program.

7. Strengthen Communication to Maximize Program Engagement

Even the best wellness programs can go unnoticed without strong communication. With so many competing messages in today’s workplace, the wellness team works closely with corporate communications to ensure the right cadence and channels are used. The goal is to ensure employees not only know what’s available but feel encouraged to participate. Regular collaboration with HR and internal partners keeps messaging aligned and consistent.

8. Evaluate and Adjust Programming Based on Participation and Feedback

Not every initiative lands perfectly — and that’s expected. When participation in certain events dips, the team takes a step back to assess why. This might mean adjusting event timing, spacing out programs more thoughtfully, or simply improving promotion efforts. Open feedback loops and a willingness to adapt help keep the program responsive and resilient.

9. Empower Leadership to Champion Wellbeing

Wellbeing efforts gain real traction when leaders model the behavior. Managers who participate in wellness events, schedule walking meetings, and prioritize their own self-care help set the tone across the organization. Leadership involvement reinforces the message that wellness isn’t a sideline benefit — it’s part of how the company works and thrives.

Final Thought for HR and Benefits Leaders

An effective wellness strategy is built on listening — both to the business and to the people. Employees engage when programs are personal, accessible, and aligned with their real-life goals. The organizations that lead in this space are those that make health and wellbeing a visible, supported, and valued part of everyday work life.

A culture of health isn’t about checking boxes — it’s about building trust, relevance, and consistency over time. And when done well, it benefits not only employees, but the business itself. Connect with us for a no-obligation meeting to learn more about how to build a culture of health. 

Learn more

• How to create a vibrant wellness culture
• Build a thriving community of health and wellness
• The benefits of health and wellness engagement