9 Examples of Successful Employee Engagement Initiatives Within Wellness Programs
Discover the transformative power of employee engagement through innovative wellness programs, as revealed by industry experts. This article unveils a curated list of proven initiatives that have boosted workplace morale and health. Learn from the best practices that have reshaped corporate wellness strategies, offering a blueprint for success in any organization.
- Ongoing Wellness Program With Incentives
- Daily Stand-Ups and Dedicated Slack Channel
- Company-Wide Step Challenge
- Wellness Bingo Challenge
- Personalized $500 Annual Wellness Stipend
- Employee Assistance Program With Flexibility
- Personalized Wellness Challenge Program
- Pet-Friendly Wellness Sessions
- Social and Gamified Wellness League
Ongoing Wellness Program With Incentives
As the founder and owner of a corporate wellness program, we have done a tremendous amount of research on employee engagement. What we have found may surprise you. Employee engagement is not a one-size-fits-all approach. Each employee is unique and will resonate with various wellness activities and events. Some employees are interested in nutrition, while others want to focus on stress reduction, and some enjoy virtual events, while others resonate better with onsite options.
The most successful approach we have seen in the past 10 years is an ongoing wellness program that includes virtual and onsite components, has on-demand options, and includes employee feedback and incentives. For example, some of the clients we work with will schedule webinars each month, schedule onsite programs quarterly or a few times during the year, have at least 1 employee feedback survey per year, and provide a wellness incentive such as PTO for self-care and gift cards. These groups generally have the most successful wellness programs with the biggest ROI.
Beryl Krinsky
Founder & CEO, B.Komplete
Daily Stand-Ups and Dedicated Slack Channel
One of the most successful employee engagement initiatives we have implemented within our wellness programs is a combination of daily stand-up sessions and a dedicated Slack channel for non-work-related conversations.
Our daily stand-ups are short but effective. They give remote teams a chance to catch up quickly, align on priorities, and stay connected without unnecessary meetings. It is not just about work updates; it is about maintaining a sense of team cohesion, especially when working across different locations and time zones. These sessions create a rhythm that keeps everyone engaged and ensures no one feels isolated.
Alongside this, we have a dedicated Slack channel where team members share random musings, whether it is about recent trips, favorite coffee spots, book recommendations, or just everyday life moments. It may seem like a small thing, but it has made a huge impact on team morale. It brings back the casual, spontaneous conversations that happen naturally in an office setting but can get lost in remote work.
The impact has been clear. Engagement in both the stand-ups and Slack channel remains high, and people genuinely look forward to these interactions. It has helped strengthen relationships, improve communication, and create a more connected, positive remote work environment. Wellness is not just about physical health; it is also about fostering a workplace where people feel comfortable, supported, and part of a team, no matter where they are.
Jamie Frew
CEO, Carepatron
Company-Wide Step Challenge
One of the most successful wellness employee initiatives we’ve seen implemented was a company-wide step challenge. Employees formed small groups and competed to see which group could log the most steps in a month. Wearable fitness trackers were worn to provide accurate data and encourage participation. Some of the rewards included extra paid time and wellness stipends. By working together to achieve some great rewards, this program increased healthy activities while also fostering a sense of camaraderie and teamwork.
Kathryn A Felke
Founder, All Digital Rewards
Wellness Bingo Challenge
We recently had great success using friendly competition to boost employee participation in our wellness initiatives. Our employee wellness benefits package included several underutilized features, such as free annual wellness exams, health screenings for at-risk populations, routine dental cleanings, nutrition counseling, and other preventive care and general wellness services. To encourage greater engagement, we launched a month-long “Wellness Bingo” challenge. Each square featured an underutilized benefit or a wellness-related activity, and employees earned prizes based on the number of Bingos they completed.
Most prizes were small, such as company-branded swag and gift cards to nearby lunch and coffee spots, but what truly motivated employees was the fun, collaborative nature of the challenge. We displayed a leaderboard so participants could track progress, fostering both friendly competition and teamwork. Some employees competed head-to-head, while others worked together to help each other check off more squares. This not only increased engagement in wellness activities but also strengthened team connections. By the end of the month, participation in underutilized wellness benefits had increased by 33%, which I felt was a strong return on what was ultimately a minimal investment.
David Case
President, Advastar
Personalized $500 Annual Wellness Stipend
Most corporate wellness programs fail because they are too generic and too rigid. Gym memberships and step challenges sound good on paper, but they do not engage everyone. We saw low participation in our company’s wellness initiatives until we made one critical change—we gave employees the power to define wellness for themselves.
Instead of forcing people into a one-size-fits-all program, we introduced a $500 annual wellness stipend that employees could use however they wanted, as long as it benefited their physical or mental well-being. Some used it for gym memberships, but others spent it on yoga classes, hiking gear, therapy sessions, or even cooking classes focused on nutrition.
The impact was immediate. Participation jumped from 30% to over 80%, and engagement surveys showed a significant increase in employee satisfaction and stress reduction. The key takeaway? Wellness is personal. When employees have the flexibility to choose what works for them, they are far more likely to participate (and actually benefit from it).
James Shaffer
Managing Director, Insurance Panda
Employee Assistance Program With Flexibility
When I first looked at launching an Employee Assistance Program (EAP) to support our team’s well-being I knew it had to be more than just a wellness program—it had to speak to employees on a personal level. As CEO I faced a big challenge: finding a program that would actually engage our team.
I spent a lot of time researching different EAPs and talking to industry peers and wellness experts. I quickly learned that the success of any wellness program lies not just in the services offered but in creating a culture where employees feel comfortable asking for help.
Implementing the EAP was no small task. I had to address the stigma around mental health and make sure our employees knew it was okay to ask for help. To build trust I personally introduced the program to the team, communicated the benefits, and emphasized confidentiality. We integrated the program into our existing comms channels and used follow-up surveys to track the results.
The results were amazing. Over time we saw a big increase in participation. Employees loved the flexibility of the program—whether they needed counseling, financial advice, or stress management tools they could access help in a way that suited them. Morale improved, absenteeism decreased and we saw a big boost in productivity.
If you’re thinking of doing something similar my advice is simple—start by understanding your team’s needs. Don’t just launch a program and hope for the best—engage your team in the process. Communicate openly about the resources available, build trust, and create an environment where asking for help is seen as a strength, not a weakness. Finally, keep tracking the program’s impact and make adjustments as needed to keep it working.
Soubhik Chakrabarti
CEO, Canada Hustle
Personalized Wellness Challenge Program
We prioritize employee wellness, knowing it’s key to fostering a positive and productive workplace. One initiative that stands out is our “Wellness Challenge” program, which we introduced last year. The goal was simple: to promote a healthier lifestyle and boost team morale, but we wanted to make it fun and engaging, not just another corporate mandate.
We created a friendly competition where employees could track their physical activity, mental health practices (like meditation or mindfulness), and healthy eating habits. Each week, employees earned points for hitting goals in different categories, and the top performers were celebrated with rewards like extra vacation days or gift cards for fitness gear.
What truly set the program apart was how we personalized the experience. Rather than a one-size-fits-all approach, we allowed team members to select wellness activities that worked best for them. Some preferred going for a run, others enjoyed yoga or journaling. This flexibility helped increase participation and commitment.
We also used regular check-ins and progress updates, not just to track performance, but to create a sense of camaraderie. Every Friday, we sent out a quick update on the leaderboard, along with wellness tips and a reminder that it wasn’t about being the “fittest,” but about taking small steps to improve overall well-being.
The results? Participation increased by 40%, and the feedback from employees was overwhelmingly positive. People felt more connected, energized, and supported in their personal health journeys. Not only did it have a positive impact on mental and physical well-being, but it also strengthened team bonds and morale.
This initiative showed me that when you blend personalization with healthy competition, you can create an environment where wellness isn’t just a program—it’s a shared journey.
Pet-Friendly Wellness Sessions
One of the best employee engagement activities we’ve done is bringing in dogs, puppies, and kittens to join the wellness sessions. Having pets around just puts people at ease. There’s no agenda behind it, no pressure to perform or impress anyone. People show up, fully engaged, because they know it’s a chance to relax, de-stress, and just be in the moment. It’s a world away from the typical corporate events where employees might feel like they’re trying to keep up appearances. This initiative creates a really natural, calming vibe, and the impact on morale is immediate.
Echo Wang
CEO and Founder, Yoga Kawa
Social and Gamified Wellness League
Traditional wellness programs often fall flat because they feel like another corporate checkbox exercise. From my experience working with organizations in the FTSE 250, the key to boosting participation is making wellness both social and gamified.
One company I worked with introduced a “Wellness League”—a friendly, competitive challenge where teams earned points for healthy habits like walking meetings, hydration goals, and digital detoxes. The difference? It wasn’t just an app tracking steps—it was a team-based challenge with real-time leaderboards and small, meaningful rewards.
The result? A 38% increase in engagement compared to previous wellness initiatives. Employees weren’t just passively aware of wellness; they were actively involved, supporting each other, and building healthier habits together.
The takeaway? Wellness isn’t just about individual health—it’s about culture. If you make it fun, collaborative, and reward small wins, participation skyrockets, and the impact lasts far beyond the program itself.
Charles Berry
Co Founder, Zing Events