Worksite Wellness
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Implement a Worksite Wellness Program to Improve Employee Health

Businesses of all sizes can benefit from creating a culture of wellness. Enrich the physical, mental, emotional and occupational well-being of your employees with a worksite wellness program. Through organized activities and environmental changes, employers can make their workplace more supportive of healthy behaviors like healthy eating, being physically active, managing stress and quitting tobacco.
Investing in the health of your employees makes good business sense for the bottom line. Some of the greatest benefits of a worksite wellness program include:
- Decreased healthcare costs
- Increased productivity
- Reduced absenteeism
- Improved employee morale and retention rates
What is Worksite Wellness?
A worksite wellness program is an organized program for employees designed to enrich their physical, mental, emotional and occupational well-being. Worksite wellness programs can be organized through a team or committee of employees that meets to plan activities and environmental changes that promote good health.
Your Organization Size Matters
Worksite wellness programs are beneficial to businesses of all sizes. Whether you own a local poboy shop or manage a large accounting firm, placing value on your employees’ health inspires a happier, more productive workforce. The steps to creating a wellness program and its benefits are consistent no matter the size of your business.
What size is my organization?
- Small: businesses with 250 employees or less
- Medium: businesses with 251 to 999 employees
- Large: businesses with 1000 or more employees
Support Employees of All Ages
When determining your strategies and work plan, be sure to consider the age of your workforce. The best strategies keep everyone in mind and plan to keep workers healthy over the long haul! Well-Ahead can help you get ideas for incorporating healthy aging into your program and discover resources to care for the caregivers in your employee population.
Apply for the Worksite Wellness Mini-Grant!
Want to implement or expand your worksite wellness program? Eligible WellSpots can receive up to $3,000 to make sustainable changes that support employee health and wellbeing at their worksite.
Seven Steps for Worksite Wellness
This step-by-step worksite wellness guide will walk you through the seven basic steps to creating your own worksite wellness program. You will also find specific tips for implementing each step for your organization’s size.
In addition, each step represents a WellSpot benchmark that will be achieved once all activities in that step are complete! Becoming a WellSpot is a great way for your organization to receive recognition for and promote the efforts you’re making to invest in the health and wellness of your employees.

Step 1: Gain Support from Management
People respond to those with influence, credibility and personal connection, which is why it is necessary to engage management in the development and launch of your wellness program. The success of a worksite wellness program depends greatly on the support and participation of business leadership.
To get started, explain to leadership that their participation will result in a higher return on investment. Generally, organizations can expect a return on investment of $1.50 for every $1.00 invested in a wellness program. This ROI will be seen in decreased health care costs, increased productivity, reduced absenteeism and improved employee morale and retention rates.
Spread the Word
Once leadership is on board, spread the good news! A member of the leadership team should communicate the launch of the wellness program. Use this template as a starting place! Be sure to include specific information on how you will gather employee feedback, which is outlined in step 3.
Small Organizations
No email to announce your program’s launch? You can use a flyer, attach letters to check stubs, or even use snail mail.
Medium Organizations
Announce your program launch through email, fliers, attach letters to check stubs or even snail mail!
Large Organizations
You can announce your program through email, but also check out the Louisiana Business Group on Health Toolkit for more ideas.
Step 2: Determine a Program Coordinator
While organization size will determine who will lead your worksite wellness program, all wellness leaders share the same goal: to promote and encourage participation in your worksite wellness program. Their work should inspire behavior change, which will ultimately create a culture of health and wellness among your workforce. Successful worksite wellness programming requires approximately one to five hours a month.
Leadership Options
- Wellness Coordinator: The Wellness Coordinator will be responsible for encouraging wellness throughout the business. The coordinator will complete an employee wellness survey, plan, promote and execute program activities and conduct evaluations.
- Wellness Champion: Wellness champions can be great assets in creating momentum and excitement around your program. A wellness champion is an employee who volunteers to help encourage participation in the worksite wellness program.
- Wellness Committee: It is recommended that wellness committees are formed by establishing a group of volunteers. If you have utilized wellness champions, you should pull from these champions to form your committee. Once you know who will be on your committee, you will want to send out an introduction letter or email to your committee members.
Small Organizations
Choose a Wellness Coordinator!
Medium Organizations
Choose a Wellness Coordinator and recruit Wellness Champions. If resources allow, consider a Wellness Committee.
Large Organizations
If resources allow, choose a Wellness Coordinator, recruit Wellness Champions and form a Wellness Committee. You should use Wellness Champions to create a healthy buzz throughout your workforce. Check out the Louisiana Business Group on Health Toolkit for additional information.

Step 3: Complete an Employee Assessment
Once your program leadership is established, conduct an employee assessment to gauge your employees’ interests, willingness to participate in your wellness program and current health habits. Encourage them to be honest so your wellness leaders can develop programming that will fit your employees and help them lead healthier lives. Click here for a sample assessment. Print it and use it as is or as a building block to create your own assessment.
Small Organizations
If your business does not have email, print the survey out and distribute it to your team at your next staff meeting or pre-shift huddle!
Medium Organizations
There are lots of free survey services online—take advantage of them! Create your assessment there, and distribute the link via email.
Large Organizations
Use your organization’s preferred survey software to distribute your assessment. Check out the Louisiana Business Group on Health Toolkit for more extensive information regarding employee assessments.
Step 4: Determine Priorities
Once employees complete the assessment, wellness leaders should use the results to set worksite wellness program priorities. Typically, wellness programs focus on either lifestyle management or disease management, but feel free to incorporate aspects from both.
- Lifestyle Management Programs have a specific focus on preventing chronic disease through behavior change like physical activity, healthy nutrition, mental health management and tobacco cessation.
- Disease Management Programs have a specific focus on reducing or managing chronic diseases such as heart disease, diabetes and asthma.
Implementation Strategies
Regardless of the focus you choose, the implementation strategies are the same. Below, learn about each strategy in more detail. Education is the foundation of all worksite wellness programs. Team members will not take action if they do not know why they should. Once employees are education on the importance of worksite wellness, additional strategies such as activities, environmental change and policy change can be set into motion.
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Education
Education is the building block for behavior change. It includes providing participants access to information and knowledge needed to make health and wellness decisions. This method typically includes: educational email blasts, informational flyers and access to health and wellness resources, etc.
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Activities
Activities take the education provided and help put it into action. This method takes the “why” and combines it with the “how” to produce a realistic and practical step toward long-term goals.
- Activities in a lifestyle focused program are things like: wellness challenges, participation in run or walks, participation in onsite or offsite physical activity classes or fitness center memberships, participation in onsite or offsite wellness screenings, etc.
- Activities in a disease management focused program are things like: organizing a diabetes self-management class, planning a seminar that teaches how to conduct chest compressions or having a lunch-and-learn that provides tips on living with asthma.
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Evironmental Change
Environmental change involves taking small steps in your workplace to create a healthier work environment for employees, patients, patrons and visitors. Environmental changes include: healthy vending or provided food options, access to clean drinking water, access to a refrigerator to store employee lunches and snacks, access to a clean space for breastfeeding mothers to pump, etc.
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Policy Change
Policy changes can help provide support for the environmental changes made to better employee, patient, patron and visitor’s health and wellness. Policy change that can be accomplished through a worksite wellness program include but are not limited to: tobacco and smoke-free policies, breastfeeding friendly policy, healthy vending policy and healthy meeting policy.
Small Organizations
Focus on lifestyle management.
Medium Organizations
Focus on lifestyle management and add disease management when and if resources allow.
Large Organizations
If resources allow, your program should encompass both lifestyle and disease management focuses. For more information, use the Louisiana Business Group on Health Toolkit.
Step 5: Develop a Work Plan
Once your priorities are set, it’s time to develop a work plan and event calendar to encourage healthy behaviors. The work plan should aim to improve physical activity, nutrition, tobacco cessation and mental health. As you build your work plan, remember to use your employee assessment results as a guide to ensure the work plan caters to employees’ unique interests.
Build Your Own Work Plan
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Physical Activity
Low-Cost Activities
- *Provide flexible work hours to allow for physical activity during the work day.
- Create a culture that incorporates standing and walking breaks after long periods of sitting. Resource: Global CEO Pledge
- Provide messaging specific to easy ways to increase physical activity during the work day. Resources: Office Exercise Poster, Deskercise, Move More at Work
- Provide maps of (safe) walking routes surrounding the worksite. Resource: Map My Run
- *Provide bicycle racks in safe, convenient and accessible locations.
- Encourage walking meetings when appropriate. Resources: How To Do Walking Meetings Right, Walking Meetings
- Provide motivational signs at elevators and escalators to encourage stair usage. Resources: Point-of-Decision Prompt 1, Point-of-Decision Prompt 2, Point-of-Decision Prompt 3
- Promote global running or walking day. Resources: Global Running Day
- Promote and encourage participation in local races (5K, 10K, Triathlon, etc.). Resource: LA Race Events
- *Educate employees on how physical activity can help reduce the risk for stroke and hypertension. Resource: MillionHearts
- Implement physical activity challenges to encourage physical activity during and outside of work such as: steps challenge, minutes of physical activity challenge, etc.
Medium-Cost Activities
- Start and encourage participation in employee recreational sports teams (softball, basketball, soccer, etc).
- *Provide discounted or subsidized gym memberships to employees. Resource: YMCA
- Provide showers and/or changing facilities onsite.
- Provide employee walking, biking, and/or running clubs.
- *Implement physical activity challenges to encourage physical activity during and outside of work such as: steps challenge, minutes of physical activity challenge, etc. Resource: OYOH Challenge
High-Cost Activities
- Offer on-site fitness opportunities such as group exercise classes. Resource: Planning Onsite Events
- *Provide an on-site exercise facility.
- *Provide incentives for participation in physical activity activities.
- Provide on-site child care for employees engaging in physical activity.
The asterisk (*) denotes the items with the highest return on investment. Try to incorporate as many of these suggestions as possible!
Note: Well-Ahead Louisiana does not take the place of medical advice. Individuals should always consult with a physician prior to starting any exercise or diet regimen.
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Nutrition
Low-Cost Activities
- Send healthy eating guidance and messaging to employees via email, flyers, etc. Resources: Vary Your Veggies, Focus On Whole Fruits
- Promote the consumption of fruit and vegetables through motivational signs. Resources: Make Half Your Plate Fruits & Vegetables, 5-2-1-0 Poster
- *Provide protected time and dedicated space away from the work area for breaks and lunch.
- Offer healthy food items in vending, cafeterias and through provided foods. Resources: Healthy Vending Policy, FitPick Healthy Snack Options
- *Establish and implement a healthy meeting policy. Resources: Healthy Meeting Policy, Healthy Meeting Toolkit, Healthy Meeting Pledge, ACS Workplace Solutions
- Make water available throughout the day.
- *Establish and implement a breastfeeding friendly workplace policy.
- Advertise an awareness campaign. Resource: Go Red for Women
- Inform employees about the benefits of healthy eating through a nutrition webinar or onsite seminar. Resources: Planning Onsite Events, Tips to Eat Less, LSU AgCenter Nutrition Programs
- Promote and encourage employees to complete free online health assessments in order to track their numbers and health progress. Resources: Diabetes Risk Test, My Life Check
- Encourage employees to complete their annual wellness check-up with their primary care physician.
Medium-Cost Activities
- *Provide kitchen equipment for employee food storage and preparation.
- Offer local fruits and vegetables at the worksite (farmers market, CSA drop off location). Resources: Farm To Work, Shop Louisiana Farmers Markets
- Provide on-site gardening. Resource: LSU AgCenter Louisiana Master Gardener program
- Provide an appropriate place for breastfeeding/pumping.
- Provide interactive food activities, such as taste testing and food preparation. Resource: LSU AgCenter Build a Healthy Meal, LSU AgCenter Food & Health
- *Encourage employees to increase water intake by providing water bottles or refillable water containers in employee refrigerators.
High-Cost Activities
- *Provide incentives for participation in nutrition or weight management/maintenance activities.
- Include employee family members in a campaign to promote fruit and vegetable consumption. Resource: Eat Smart, Move More, Weight Less Holiday Challenge
- Provide lactation education on-site events open to all employees.
- Provide a Registered Dietitian on-site for nutrition counseling.
- Offer healthy cooking demonstrations onsite or via web video. Resource: EatRight Videos
- Schedule an onsite health screening to provide employees with immediate biometric results. These results can include cholesterol, blood sugar, body composition, etc.
- *In employer provided health plans, provide benefits that include preventative services such as nutrition counseling and chronic disease management.
The asterisk (*) denotes the items with the highest return on investment. Try to incorporate as many of these suggestions as possible!
Note: Well-Ahead Louisiana does not take the place of medical advice. Individuals should always consult with a physician prior to starting any exercise or diet regimen.
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Tobacco Cessation
Remember, the Affordable Care Act (ACA) requires health insurance plans in the to cover tobacco cessation treatments. Therefore, most health insurance plans offered to employees should provide access to tobacco cessation care. Federal guidance defines tobacco cessation care as:
- 4 sessions of individual, group and phone counseling
- 90 days of all FDA-approved smoking cessation medications
- 2 quit attempts per year
- No cost-sharing
- No prior authorization for treatments
To determine if your organization should be implementing these requirements, check out the Affordable Care Act Tobacco Cessation Guidance Toolkit.
Low-Cost Activities
- *Establish and implement a comprehensive tobacco-free policy covering the full organization property.
- Provide educational messaging regarding the effects of tobacco use and benefits of quitting.
- Promote free, accessible smoking services to employees. Resource: Smoking Cessation Trust
- Offer a free cessation program onsite. For example, with Our Lady of the Lake’s Tobacco Cessation Program, you can host a five-to-seven-week cessation program onsite at no cost. You can also encourage those who want to quit to attend these sessions at a nearby location. Resource: Our Lady of the Lake
- *Promote the Louisiana Quitline (1-800-QUIT-NOW) through provided quitline resources.
Resources: Quit With Us, Louisiana, Tobacco Cessation Resources
Medium-Cost Activities
- *Provide flexible work hours to allow employees to participate in tobacco cessation programming during work time.
- Organize a Great American Smokeout event on-site. Resource: ACS Great American Smokeout
- Organize a Take Down Tobacco event on-site. Resource: Take Down Tobacco
- Gather and share testimonials from employees who have quit. Resource: How To Guide
High-Cost Activities
- *Provide individual, group or telephone cessation counseling on-site. Resource: Affordable Care Act Tobacco Cessation Guidance Toolkit
- *Provide counseling through a health plan sponsored individual, group or telephone counseling program. Resource: Affordable Care Act Tobacco Cessation Guidance Toolkit
- *Provide cessation medications through health plan. Resource: Affordable Care Act Tobacco Cessation Guidance Toolkit
The asterisk (*) denotes the items with the highest return on investment. Try to incorporate as many of these suggestions as possible!
Note: Well-Ahead Louisiana does not take the place of medical advice. Individuals should always consult with a physician prior to starting any exercise or diet regimen.
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Mental Health
Low-Cost Activities
- *Identify local resources for screening and referral of employees who may be experiencing signs or symptoms of distress. Resource: Community Resource Guide
- Provide educational messaging regarding the effects of stress and provide stress management tips for the workplace. Resource: Stress Management Tips, Work/Life Balance Infographic, Fight Stress with Healthy Habits, Stressed Out? You’re Not Alone Infographic
- Provide a quiet room or stress reduction room on-site.
- *Provide an educational video on office ergonomics. Resource: Office Ergonomics
- Implement managing stress worksite wellness program.
- Share stress and mental health apps with employees.
Medium-Cost Activities
- *Provide stress management activities such as educational workshops on managing work/life balance on-site and flexible work hours to allow participation.
- Organize on-site sessions on managing stress and work-life balance with local speakers. Resource: Planning Onsite Events
- Provide yoga classes on-site and flexible work hours to allow participation. Resource: Workplace Yoga/Meditation
- Seek management support to develop and implement flexible work hours for employees to achieve a healthy, productive work-life balance.
- *Provide training for supervisors on recognizing and responding to performance issues that may signal distress. Resources: NAMI Louisiana, CDC’s Total Worker Health Trainings
High-Cost Activities
- Organize a day of on-site chair massages. Resource: Planning Onsite Events
- *Allow employees to access on and off-site support services during work hours.
- Provide access to an Employee Assistance Program (EAP). Resource: Work-Life EAP
- *Provide and maintain comprehensive health insurance coverage which includes mental health screenings and brief intervention and referral (SBIRT) as a covered benefit.
The asterisk (*) denotes the items with the highest return on investment. Try to incorporate as many of these suggestions as possible!
Note: Well-Ahead Louisiana does not take the place of medical advice. Individuals should always consult with a physician prior to starting any exercise or diet regimen.
Small Organizations
Focus on the low-cost suggestions. When and if resources allow, add in medium-cost suggestions. Be sure to check out the sample event calendar—all of these events are low-cost!
Medium Organizations
If resources allow, you should implement both low-cost and medium-cost suggestions.
Large Organizations
Your program can encompass all suggestions, if resources allow. The Louisiana Business Group on Health Toolkit has even more ideas!

Step 6: Maintain Interest and Motivation
Encouraging and motivating employees is an ongoing goal as the wellness leaders implement the plan in order to maintain interest. Several factors influence health behaviors and should be kept in mind.
- Time: The more you can work programming and events into an individual’s existing busy schedule, the better your chance for success. For example, create programming or events during work hours instead of after-hours to maximize interest and ability to participate.
- Access: Make events and activities convenient.
- Knowledge: People want to know “why,” “what” and “how to.”
- Cost: Make program components free or cost-efficient to be inclusive and motivate participation.
- Testimonials: Success stories encourage others to make behavioral changes and are a great way to ignite conversation between coworkers.
- Incentives: Incentives help maintain program interest and participation rates. Significant incentives such as cash or health insurance rebates have proven to be strong motivators for employee participation. Other popular incentive options include: raffles, paid time off, flexible working hours, HRA/FSA contribution, jean days and employee recognition.
Incentive Options
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No- to Low-Cost Incentives
Programs with a limited budget can utilize the following incentives to help boost participation and interest. On average, these types of incentives can expect a participation rate of approximately 10-20%.
- Achievement Awards: employee achievement certificate for meeting milestones in the wellness program.
- Public Recognition: employee of the month or quarter for the wellness program
- Casual Dress Days
- Reserved Parking Spots
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Medium-Cost Incentives
Programs with some budget, can utilize the following incentives to help boost participation and interest. On average, these types of incentives can expect a participation rate of approximately 40%.
- Merchandise: Program branded t-shirts or other trinkets (water bottles, Tupperware, ice chests, etc.) for attending events.
- Lower-cost gift cards
Small Organizations
Implement low-cost incentives.
Medium Organizations
Incorporate low-cost incentives and use the medium-cost suggestions as resources allow.
Large Organizations
Incorporate any of the low- or medium-cost incentives, but see the Louisiana Business Group on Health Toolkit for even more ideas!
Step 7: Evaluate the Program
Evaluate your wellness program regularly to ensure it is helping and motivating employees.
Ongoing Program Evaluation
Check out our ongoing program evaluation that you can tailor to fit your organization. Regularly evaluate worksite wellness to ensure the effectiveness of program strategies. Ongoing evaluations can include things like:
- Participant satisfaction survey results after activities
- Tracking employee participation in activities or using provided resources
- Tracking the number of healthy items purchased in vending machines
- Informal observation of changes in health culture, work environment or policy changes
End-of-the-Year Program Evaluation
Conduct an annual assessment to evaluate the impact of your program and help plan for the next year. Questions should be similar to the prior year’s assessment so that responses can be compared and help wellness leaders determine the program’s impact. Check out our end of year program evaluation. Print it and use it as is or as a building block to create your own.
Small Organizations
Participant satisfaction surveys can be as simple as asking participants what they thought about activities right after they’re completed. If employees prefer to give anonymous feedback, you can ask them to fill out pen and paper surveys. You can also use a pen and paper survey for your yearly evaluation.
Medium Organizations
Consider using a free online survey tool to email survey links to employees and gather your data digitally. This is an easy way to store and track responses over time.
Large Organizations
Most health care providers offer HRAs. This will allow you to compare biometric screening results. Check out the Louisiana Business Group on Health Toolkit for more extensive information regarding program evaluation.