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3 Strategies to Boost Your Employee Wellbeing Program

Employers are becoming even more aware of the benefits of incorporating corporate wellbeing programming in their overall employee engagement strategies. It is no surprise that happier and healthier people can perform better work – and beyond the goal of increased productivity and reduced health claim costs, it is simply good business to nurture your employees in a way that provides resources and support for their lives beyond the 9-5.

Naturally, employers who are ready to jump into wellbeing programming will want to start by planning health fairs and scheduling other related events around the company. This quick start approach certainly signals to employees there is a management focus on their wellbeing, but what happens after those events conclude? What are the grounding principles of your wellbeing program that sustain efforts beyond any single event to promote a culture of wellbeing year-round?

Consider these 3 simple yet effective steps to give your wellbeing program a boost:

  1. Develop a formal strategy. Prior to organizing your first company wellbeing event, take a moment to establish a framework that will serve as the formal program charter. Strategy development should include defined wellbeing program values, a mission statement, along with the overall vision for the program and its impact on your employees.
  2. Enlist others to help. An effective way to increase the success of your wellbeing program is by including others in the program planning, development, and promotion. This can be achieved by forming a Wellbeing Committee made up of employees across various departments and of diverse backgrounds to foster a more inclusive experience.
  3. Once your program charter and committee structure are established, determine the specific needs and interests of your employees by leveraging claim insights, feedback, and vendor partners. These population health trends will help inform 2-3 SMART goals that tie into your wellbeing program values and overall business objectives.

If you’re an employer who wants to take a strategic and structured approach to introducing wellbeing programs to your employees, reach out to your ABD consultant to discuss how we can support your company in this endeavor.


Robyn Cross

About the author

Robyn Cross

VP, Wellbeing Practice Lead

Robyn Cross is the VP, Wellbeing Practice Lead at Newfront. Robyn partners with clients across multiple industries, especially technology, to develop wellbeing program strategies and initiatives that address the unique needs of each employee population and promote holistic wellbeing.


The information provided is of a general nature and an educational resource. It is not intended to provide advice or address the situation of any particular individual or entity. Any recipient shall be responsible for the use to which it puts this document. Newfront shall have no liability for the information provided. While care has been taken to produce this document, Newfront does not warrant, represent or guarantee the completeness, accuracy, adequacy, or fitness with respect to the information contained in this document. The information provided does not reflect new circumstances, or additional regulatory and legal changes. The issues addressed may have legal, financial, and health implications, and we recommend you speak to your legal, financial, and health advisors before acting on any of the information provided.

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