The Small Business Guide to Employee Wellbeing

From on-demand fitness apps to health-conscious fast food, staying healthy is not only convenient — it’s also crucial. Wellness isn’t just booming for superficial reasons, either. More people are realizing that a sound body and mind can make you happier and more productive at work, and small businesses around the world are taking note.

But what exactly does it take to make your employees healthier? Why are workplace wellness plans important for both in-office and remote workers? Here’s why a healthy work environment matters and how small businesses in any industry can create programs that improve employee wellbeing both within and beyond the office.

Why a well workplace matters

Investing in a workplace wellness plan may seem like a risk for small business owners, especially if they feel the results aren’t quantifiable or certain. Fortunately, a growing body of research consistently concludes that wellness initiatives are effective both at making people healthier and at improving a company’s bottom line.

According to research in Rand Health Quarterly, workplace wellness programs have been shown to reduce risk factors for lifestyle-related diseases. For example, wellness education can effectively intervene in unhealthy behavior to reduce or eliminate instances of smoking, obesity, and sedentary living. By educating people on how to eat healthier and move more often, workplace wellness initiatives play a direct role in reducing lifestyle-related premature death rates in the United States.

Healthier employees who live longer also take less time off work and spend less money on employer-sponsored healthcare, according to the Winning with Wellness report by the U.S. Chamber of Commerce. Another health study from Harvard suggests that the money invested in wellness plans saves more money in the long run. “We found that medical costs fall by about $3.27 for every dollar spent on wellness programs and that absenteeism costs fall by about $2.73 for every dollar spent,” said the study’s authors.

Effective workplace wellness initiatives don’t stop at the gym — incorporating mental health support also keeps employees positive, present, and productive. Specifically, productivity loss, absenteeism, job abandonment, and higher turnover rates were all linked to mental health struggles like depression and anxiety, according to “Mental Health and Productivity in the Workplace: A Handbook for Organizations and Clinicians” by Jeffrey P. Kahn and Alan M. Langlieb. Specifically, employees struggling with depression are more likely to miss work more often than employees in good mental health.

Additional research shows that supporting employee’s mental wellbeing can improve how they feel and perform at work. One study found that 86% of employees treated for depression improved their work performance after receiving counseling or other support. Additional findings show that depression treatment can cut instances of absenteeism and presenteeism by half.

This research shows that workplace wellness programs play a crucial role in helping employees become healthier, happier, and more productive both personally and professionally. And in a world dominated by remote work, wellness programs can make it easier to establish healthy boundaries between personal and professional matters, which can help employees lead more balanced lives.

How to start a small-business wellness initiative

When most people think of workplace wellness, they imagine gym memberships and bowls of fruit in the office break room. But today’s most effective workplace wellness plans extend far deeper into both mind and body. They involve education, practice, and the creation of daily personal habits that can enrich us. Here’s what the experts say about creating and implementing a wellness plan that boosts employees’ quality of life.

Research, model, and evaluate wellness options

Today’s employees aren’t as excited by the average big-box gym membership. To avoid pouring money into something that employees won’t use, do your research. According to Serena Scanzillo, founder of the SerenaFit Virtual Training Studio, small-business owners implementing wellness programs should become educated fitness-goers.

It’s important to research wellness offerings and try the latest trends in health and fitness. Think about expanding the limits of corporate wellness to offer fresh, new approaches that will keep employees engaged. “Getting creative about the offerings is always a plus. Think cooking classes, discounts on private training, or access to wellness resorts and retreats,” said Scanzillo. The online wellness world is booming, and there are countless options for virtual fitness and health classes that employees can tune into from anywhere.

This is also an opportunity to create community and dialogue around health-related activities. For example, you might plan a yearly wellness retreat in the mountains. Here, employees could strengthen interpersonal bonds while engaging in physical activities together, like hiking and yoga. At the same time, unplugging from technology and being in a relaxing natural setting can foster mindfulness and stress relief. When gathering isn’t an option, offer incentives and stipends to help employees create their own personal retreats – even if that means a mindfulness-boosting, social media-free staycation at home.

Scanzillo adds that there are a multitude of ways business owners can encourage healthy living beyond offering access to physical workouts. Aside from yoga, HIIT, running clubs and strength training, a few ideas include:

• Offering meditation and mindfulness workshops
• Discussing healthy habit and routine building
• Fostering local community support
• Teaching about nutrition and meal prep
• Workshops on journaling and expressive art

Everyone has their own preferences when it comes to nutrition, fitness, and staying healthy. That’s why, after you’ve researched engaging and exciting wellness options, the next step is to conduct a survey. This will help you gauge which programs the majority of your employees are interested in before implementing anything. Give options for methods you’ve researched, but also provide space for employees to write their own suggestions.

Inspire and incentivize healthy lifestyle changes

Some of the most common health risks are those correlated with lifestyle, including diabetes, hypertension, and stress. These conditions are also the easiest to remedy and prevent. As pointed out by Abacus Health Solutions, which implements incentive-based workplace wellness plans, employers can coordinate with healthcare providers to encourage health-related actions. For example, Abacus’ Healthy Heart, Healthy Weight program encourages employees to have a yearly preventive care visit, complete recommended preventive screenings, or take steps towards a healthy body mass index.

Rewards and incentives can also motivate employees to make healthy lifestyle changes. Some employers offer cash incentives and bonuses to workers who effectively complete a wellness regimen. Yet, studies show that gift cards are actually more motivating than cash alone. Researchers from Brigham Young University tracked people in a wellness program who were incentivized either by cash, gift cards, or material goods. People who chose the gift card as a reward were 25% more likely to complete a wellness challenge.

Additional incentive ideas include:

• Virtual or in-person event tickets
• Healthy lunch delivery services
• Wellness adventures and retreats
• Wearable devices
• Other wellness goods (such as a blender, spin bike, or blood pressure monitor)
• Charitable or 401K contributions

Employees should be given multiple options for which incentive they’d like to work for to foster genuine motivation.

Emphasize rest and recovery

A program that’s too demanding can intimidate some employees from the very beginning — especially those who are new to fitness and healthy living. That’s why it’s important to create a fitness plan that emphasizes a healthy balance between working out and resting up.

Billy Goldberg, principal at The Buckeye Group, said providing employees with effective reset experiences emphasizes the importance of recovery in a wellness routine. “Stretching and reconnecting to your body helps to decrease anxiety and delivers immediate pain relief. As a regular part of your wellness culture, a detox protocol works in under 30 minutes to release contraction and reduce pain, all while raising the good vibes in the office.”

Whether you incorporate daily stretching into your office routine or you support a virtual stretching program for remote workers, consider how you can help employees de-stress and decompress on a regular basis.

For remote teams, employee support for relaxing home environments can also go far. For example, employers can lead a class or initiative on setting aside space and time for self-care at home.

At-home relaxation ideas for remote employees include:

• Offering a day off that’s dedicated to self-care and rest at home.
• Providing resources on self-massage, aromatherapy, or breathwork.
• Showing employees how to declutter and organize their home and work space.
• Sharing tips on establishing a meditation and mindfulness practice.

These small nudges can introduce employees to the importance of rest and recovery. This can make it easier for them to find personal wellness practices that support their mental and physical wellbeing — ultimately making them stronger, more resilient workers.

Provide tools and tips for daily wellness

A lasting workplace wellness program also offers tangible tools and tips for life beyond the office. In other words, wellness should equip people with the knowledge and practices they need to live healthier at home, said corporate yoga instructor Brendon Payne, E-RYT.

He translates yoga into everyday life to help employees realize its benefits are much more than physical. When guiding students into Warrior II pose, for example, he invites them to make adjustments. Then he connects this to the real world. “Just like in life, you always have time to make adjustments. You’re not stuck, you can move over, you can get out of it altogether.”

This is an example of helpful advice that students can return to both in their yoga practice and in their everyday life, especially during unexpected or stressful events.

Providing free educational material is another way to equip employees with tools for wellbeing. For example, you might offer healthy cookbooks, a nutrition documentary screening, or access to a library of books on self-development, routine-building, and personal health and wellness.

Support remote work with flexibility and work-life balance

Working remotely can improve employee mental health by eliminating the stressors of commuting or working within a specific time frame. However, this can also make it more difficult to define boundaries between home and work. Flexible policies can help.

According to University of Michigan professors Monica Worline and Jane Dutton, giving employees more choice around when they can complete their work allows them to adapt to mental health challenges and other daily stressors.

This might mean allowing workers to pursue different work schedules (like 7 am to 4 pm instead of 9 am to 5 pm), or making it easier for workers to take half days. Additionally, employers should define clear policies for flexible work, including when and how to take time off to improve work-life balance while helping workers prevent, mitigate, and manage mental health challenges.

Similarly, a flexible work schedule can foster healthy ritual-building that promotes long-term wellbeing. Rituals are daily practices that elevate intention and mindfulness to make employees feel more grounded and purposeful. Morning and evening rituals can also serve as a healthy transition between work and home life, which further establishes clear boundaries for those working from home.

Examples of healthy rituals include:

• Writing in a gratitude journal in the morning or before bed.
• Using a morning cup of coffee or tea as a mindful moment without screens or news.
• Focusing on intentions that enrich your life, rather than to-dos that drain you.

Moreover, employers can do their part by showing vulnerability around mental health. This might look like opening up about a personal challenge or even taking responsibility for a project that failed, said journalist Charlotte Lieberman. She points to the work of Brené Brown, whose research shows the connection between vulnerability and human connection. Small business owners who are honest and open about their challenges give employees permission to do the same. This creates a more connected workplace where employees feel safe expressing their own self-care and mental health needs, which is especially important for remote workers who lack physical interaction with colleagues.

A well workplace that works for you

There’s no denying that healthy employees are happy employees. Yet standard gym memberships simply aren’t enough to motivate and inspire employees in a world where wellness is constantly innovating.

Here’s what to keep in mind when starting a wellness program for your small business:

• Try new wellness, fitness, and diet trends before bringing them to the office.
• Conduct a survey to see what employees are interested in.
• Coordinate with healthcare providers to encourage healthy behaviors.
• Offer rewards and incentives to motivate healthy lifestyle changes.
• Foster a healthy balance between working out and resting up.
• Provide free educational material to support wellness and self-care at home.
• Create flexible options for remote workers to emphasize work-life balance.

Lastly, remember that wellness programs are about living a more whole and enjoyable life. Opt for programs, incentives, and routines that foster community and promote positivity, and you’ll likely get more than you bargained for.