{"id":93361,"date":"2026-07-27T10:35:51","date_gmt":"2026-07-27T10:35:51","guid":{"rendered":"https:\/\/betterme.world\/articles\/?p=93361"},"modified":"2026-07-27T10:35:51","modified_gmt":"2026-07-27T10:35:51","slug":"how-to-promote-employee-wellness","status":"publish","type":"post","link":"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/","title":{"rendered":"How to Promote Employee Wellness at Work: A Practical Guide for HR"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_75 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<span class=\"ez-toc-title-toggle\"><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#Why_Promoting_Employee_Wellness_Is_Part_of_HRs_Job\" >Why Promoting Employee Wellness Is Part of HR&#8217;s Job<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#Build_a_Wellness_Strategy_Before_You_Promote_Anything\" >Build a Wellness Strategy Before You Promote Anything<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#How_to_Communicate_Your_Wellness_Program_to_Employees\" >How to Communicate Your Wellness Program to Employees<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#The_Role_of_Managers_in_Promoting_Employee_Wellness\" >The Role of Managers in Promoting Employee Wellness<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#Wellness_Initiatives_That_Drive_Real_Participation\" >Wellness Initiatives That Drive Real Participation<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#Physical_Wellness_Initiatives\" >Physical Wellness Initiatives<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#Mental_Health_Initiatives\" >Mental Health Initiatives<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#Social_and_Team_Wellness_Activities\" >Social and Team Wellness Activities<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#How_to_Sustain_Wellness_Engagement_Beyond_the_Launch\" >How to Sustain Wellness Engagement Beyond the Launch<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#FAQs\" >FAQs<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#How_do_you_encourage_employees_to_participate_in_wellness_programs\" >How do you encourage employees to participate in wellness programs?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#What_are_the_most_effective_employee_wellness_initiatives\" >What are the most effective employee wellness initiatives?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#How_do_managers_support_employee_wellness\" >How do managers support employee wellness?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#The_Bottom_Line\" >The Bottom Line<\/a><\/li><\/ul><\/nav><\/div>\n<p><i><span style=\"font-weight: 400;\">To promote employee wellness, start by learning what your people actually need. Then build clear communication, train managers, and offer relevant initiatives you reinforce over time. Participation tends to rise when programs feel useful, easy to join, and trusted.<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">Employee wellness means supporting the physical, mental, and social wellbeing of the people who work for you. This guide is for Human Resource (HR) managers who want practical ways to promote employee wellness and boost real participation, not just launch a program that sits unused. It matters because recent findings show many employees feel stressed, disengaged, or unsure their employer cares. The good news? A few thoughtful moves can help change that.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Below, you will find tactics for strategy, communication, manager involvement, initiative design, and long-term engagement. Keep reading to turn a quiet wellness program into one your team actually uses.<\/span><\/p>\n<p><img decoding=\"async\" src=\"https:\/\/cdn.betterme.world\/articles\/wp-content\/uploads\/2025\/07\/b2b-10.png\" \/><\/p>\n<h2 style=\"text-align: center;\"><span class=\"ez-toc-section\" id=\"Why_Promoting_Employee_Wellness_Is_Part_of_HRs_Job\"><\/span><b>Why Promoting Employee Wellness Is Part of HR&#8217;s Job<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Promoting employee wellness is part of HR&#8217;s job because HR shapes the systems that most affect how people feel at work. Benefits, manager training, workload norms, and communication all sit within HR&#8217;s influence (<\/span><a href=\"https:\/\/www.shrm.org\/labs\/resources\/optimizing-for-employee-well-being-a-holistic-approach-for-hr-leaders\"><span style=\"font-weight: 400;\">1<\/span><\/a><span style=\"font-weight: 400;\">).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Wellness is not only a personal matter. Much of it comes down to how work is designed and led.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Recent findings paint an insightful picture. One workplace study found only about 24% of employees strongly agreed their organization cares about their overall wellbeing (<\/span><a href=\"https:\/\/www.shrm.org\/labs\/resources\/optimizing-for-employee-well-being-a-holistic-approach-for-hr-leaders\"><span style=\"font-weight: 400;\">2<\/span><\/a><span style=\"font-weight: 400;\">). Another report found roughly 76% of employees said work stress affects their sleep (<\/span><a href=\"https:\/\/mhanational.org\/wp-content\/uploads\/2025\/03\/2024-MTW-Report.pdf\"><span style=\"font-weight: 400;\">3<\/span><\/a><span style=\"font-weight: 400;\">).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So why is employee wellness important for HR specifically? Because HR owns the levers that move these numbers.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here is what HR can realistically influence (<\/span><a href=\"https:\/\/www.shrm.org\/labs\/resources\/optimizing-for-employee-well-being-a-holistic-approach-for-hr-leaders\"><span style=\"font-weight: 400;\">1<\/span><\/a><span style=\"font-weight: 400;\">):<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Benefits design and access<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Manager training and coaching habits<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Workload expectations and fairness<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Communication about available support<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Feedback systems that catch problems early<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A culture where using support feels acceptable<\/span><\/li>\n<\/ul>\n<p><b>Key point:<\/b><span style=\"font-weight: 400;\"> HR cannot make every person healthy. HR can shape the conditions that make wellbeing more likely.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The importance of employee wellness programs grows when you connect it to everyday outcomes. One report linked higher engagement with lower absenteeism and stronger business results (<\/span><a href=\"https:\/\/www.gallup.com\/workplace\/236366\/right-culture-not-employee-satisfaction.aspx\"><span style=\"font-weight: 400;\">4<\/span><\/a><span style=\"font-weight: 400;\">), though exact figures depend on the workplace.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Think of it like tending a garden. You cannot force a plant to grow. You can improve the soil, light, and water. HR does the same for wellbeing.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A quick example: instead of only adding a meditation app, HR might also train managers to run 15-minute weekly check-ins. That combination tends to feel more supportive than an app alone.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Individual outcomes vary, and no single move fixes everything. Still, when HR treats wellness as part of work design, programs tend to land better with employees (<\/span><a href=\"https:\/\/www.shrm.org\/labs\/resources\/optimizing-for-employee-well-being-a-holistic-approach-for-hr-leaders\"><span style=\"font-weight: 400;\">1<\/span><\/a><span style=\"font-weight: 400;\">).<\/span><\/p>\n<p><em><strong>Read more:<\/strong> <a href=\"https:\/\/betterme.world\/articles\/why-corporate-wellness-programs-struggle-with-engagement\/\">Why Corporate Wellness Programs Struggle with Engagement, and What Actually Fixes It<\/a><\/em><\/p>\n<p><img decoding=\"async\" src=\"https:\/\/cdn.betterme.world\/articles\/wp-content\/uploads\/2025\/07\/b2b-7.png\" \/><\/p>\n<h2 style=\"text-align: center;\"><span class=\"ez-toc-section\" id=\"Build_a_Wellness_Strategy_Before_You_Promote_Anything\"><\/span><b>Build a Wellness Strategy Before You Promote Anything<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Build a wellness strategy first by diagnosing what your people need before you launch or advertise anything. An employee wellness strategy is your plan for choosing, sequencing, and measuring wellbeing efforts.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Skipping this step is a common reason programs stall. Promoting yoga when the real strain is unclear expectations rarely lands.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One report found that only about 2 in 5 employees felt their employer acts on their feedback (<\/span><a href=\"https:\/\/mhanational.org\/wp-content\/uploads\/2025\/03\/2024-MTW-Report.pdf\"><span style=\"font-weight: 400;\">3<\/span><\/a><span style=\"font-weight: 400;\">). That gap suggests listening first can set you apart.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here is a simple sequence you can follow:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Diagnose needs.<\/b><span style=\"font-weight: 400;\"> Use short, anonymous surveys, 1\u20132 per year, to spot top stressors.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Segment your workforce.<\/b><span style=\"font-weight: 400;\"> Desk vs. frontline, manager vs. individual contributor, remote vs. hybrid vs. on-site.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Prioritize 2\u20133 initiatives.<\/b><span style=\"font-weight: 400;\"> Focus beats scatter. Pick what matches the loudest needs.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Prepare managers.<\/b><span style=\"font-weight: 400;\"> Give them talking points before launch.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Plan measurement.<\/b><span style=\"font-weight: 400;\"> Decide upfront what success looks like over 3\u20136 months.<\/span><\/li>\n<\/ol>\n<p><b>Key point:<\/b><span style=\"font-weight: 400;\"> A short diagnosis beats a flashy launch that misses the real issue.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let&#8217;s make this concrete. Suppose your survey shows 40% of your team feels overwhelmed by workload. A step challenge will not address that. Clearer priorities and fairer task distribution might.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Different groups often need different things. For example, one report found fully remote workers reported higher stress than their fully in-office peers<\/span><span style=\"font-weight: 400;\"> (<\/span><a href=\"https:\/\/www.gallup.com\/workplace\/660236\/remote-work-paradox-engaged-distressed.aspx\"><span style=\"font-weight: 400;\">5<\/span><\/a><span style=\"font-weight: 400;\">). That is useful to know before you design anything.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When you quantify goals, keep them specific. Instead of &#8220;improve wellbeing,&#8221; aim to &#8220;raise the share of employees who feel supported by 10 points in 12 months.&#8221; Individual outcomes vary, so treat targets as directional, not guaranteed.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A well-built employee wellness strategy also protects your budget. You spend on what people will use, not on perks that gather dust.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Once your strategy is set, you will want a plan to track progress over time. You can explore this further in our guide on <\/span><strong>How to Measure Employee Wellness<\/strong>.<\/p>\n<p><strong>The teams that tend to stay most engaged are often those where effort gets noticed. <a href=\"https:\/\/business.betterme.world\/\">BetterMe Business<\/a> combines structured challenges with progress visibility \u2014 so managers can easily recognize and reward participation.<\/strong><\/p>\n<p><img decoding=\"async\" src=\"https:\/\/cdn.betterme.world\/articles\/wp-content\/uploads\/2025\/07\/b2b-8.png\" \/><\/p>\n<h2 style=\"text-align: center;\"><span class=\"ez-toc-section\" id=\"How_to_Communicate_Your_Wellness_Program_to_Employees\"><\/span><b>How to Communicate Your Wellness Program to Employees<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Communicate your wellness program with clear, repeated, multi-channel messages that explain what exists, who it helps, and how to access it. One report found employees respond better when messages are tailored to their real needs (<\/span><a href=\"https:\/\/www.shrm.org\/topics-tools\/tools\/toolkits\/designing-managing-effective-wellness-programs\"><span style=\"font-weight: 400;\">6<\/span><\/a><span style=\"font-weight: 400;\">).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One announcement is not enough. People miss emails, forget details, and tune out generic messaging.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Some workplace findings suggest that when organizations communicate plans clearly during change, employees feel notably more prepared and confident (<\/span><a href=\"https:\/\/www.gallup.com\/workplace\/657629\/post-pandemic-workplace-experiment-continues.aspx\"><span style=\"font-weight: 400;\">2<\/span><\/a><span style=\"font-weight: 400;\">). The exact effect varies by setting.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Strong wellness communication usually includes (<\/span><a href=\"https:\/\/www.shrm.org\/topics-tools\/tools\/toolkits\/designing-managing-effective-wellness-programs\"><span style=\"font-weight: 400;\">6<\/span><\/a><span style=\"font-weight: 400;\">):<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A plain explanation of why the program exists<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Who it is for<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What problems it helps address<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Clear steps to access it<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reassurance about privacy<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reminders spread across 8\u201312 weeks, not one blast<\/span><\/li>\n<\/ul>\n<p><b>Key point:<\/b><span style=\"font-weight: 400;\"> Repetition and relevance beat a single big reveal.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Avoid a common trap: promoting &#8220;take care of yourself&#8221; while workloads stay unmanageable. Employees may read that as hollow. Match your message to reality.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here is a table to help you match channels to purpose. Using multiple channels may be useful for wider reach.<\/span><\/p>\n\t\t\t\t\t\t<div class=\"wpsm-comptable-wrap\">\n\t\t\t\t<table id=\"wpsm-table-1443\" class=\"wpsm-comptable \">\n\t\t\t\t\t\t\t\t\t<thead class=\"wpsm-thead wpsm-thead-default\">\n\t\t\t\t\t\t<tr>\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<th>Channel<\/th>\n\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<th>Best Use<\/th>\n\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<th>Suggested Frequency<\/th>\n\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<th>Sample Message Angle<\/th>\n\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/tr>\n\t\t\t\t\t<\/thead>\n\t\t\t\t\t<tbody class=\"wpsm-tbody\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<tr>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tEmail\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tDetailed launch info and how-to steps\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t1\u20132 per month\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"Here's what's available and how to start in 3 steps.\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/tr>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<tr>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tTeam meetings\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tManager-led context and Q&A\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tEvery 2 weeks at launch\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"Here's how this fits our team's workload.\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/tr>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<tr>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tChat\/intranet\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tQuick reminders and links\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tWeekly\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"Reminder: your support resources live here.\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/tr>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<tr>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tPosters\/printed\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tReaching frontline, non-desk staff\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tRefresh monthly\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"Wellness support, no login needed.\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/tr>\n\t\t\t\t\t\t\t\t\t\t<\/tbody>\n\t\t\t\t<\/table>\n\t\t\t<\/div>\n\t\t\n<p><span style=\"font-weight: 400;\">Tailor the tone to your audience. For example, younger employees may feel more comfortable discussing financial wellbeing, while older employees may prefer other topics. Individual comfort varies.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Clear communication is one of the strongest, lowest-cost wellness moves you have. Keep it simple, human, and repeated.<\/span><\/p>\n<p><img decoding=\"async\" src=\"https:\/\/cdn.betterme.world\/articles\/wp-content\/uploads\/2025\/07\/b2b-14.png\" \/><\/p>\n<h2 style=\"text-align: center;\"><span class=\"ez-toc-section\" id=\"The_Role_of_Managers_in_Promoting_Employee_Wellness\"><\/span><b>The Role of Managers in Promoting Employee Wellness<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Managers promote employee wellness by shaping daily work conditions: clarifying expectations, distributing work fairly, and offering regular recognition. One report found roughly 71% of managers feel responsible for their team&#8217;s wellbeing (<\/span><a href=\"https:\/\/www.rewardgateway.com\/hubfs\/09-us-reports\/2025_us_workplace-wellbeing-report.pdf\"><span style=\"font-weight: 400;\">7<\/span><\/a><span style=\"font-weight: 400;\">).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Managers are not therapists. Their role is to reduce unnecessary strain and connect people to support.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Their influence is significant. Some workplace findings suggest managers account for a large share of the variance in team engagement (<\/span><a href=\"https:\/\/www.gallup.com\/workplace\/236927\/employee-engagement-drives-growth.aspx\"><span style=\"font-weight: 400;\">8<\/span><\/a><span style=\"font-weight: 400;\">), though exact figures differ by study.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to one report, employees said the top things managers can do for their wellbeing are (<\/span><a href=\"https:\/\/www.rewardgateway.com\/hubfs\/09-us-reports\/2025_us_workplace-wellbeing-report.pdf\"><span style=\"font-weight: 400;\">7<\/span><\/a><span style=\"font-weight: 400;\">):<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Provide clear goals and expectations (about 40%)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ensure fair, equitable workload distribution (about 36%)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Model work-life balance (about 35%)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Offer regular feedback and recognition (about 34%)<\/span><\/li>\n<\/ol>\n<p><b>Key point:<\/b><span style=\"font-weight: 400;\"> Managers make wellness credible in the flow of daily work.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Feedback matters more than many expect. One workplace study found employees who receive meaningful weekly feedback were about four times more likely to be engaged. Yet only around 21% said they got such feedback recently (<\/span><a href=\"https:\/\/www.gallup.com\/workplace\/657629\/post-pandemic-workplace-experiment-continues.aspx\"><span style=\"font-weight: 400;\">2<\/span><\/a><span style=\"font-weight: 400;\">).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A simple habit helps here. Encourage 15-minute weekly check-ins covering goals, workload, and one point of recognition. Keep them short and steady.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here is a quick example. A manager notices someone answering emails at 10 p.m. for 2 weeks straight. Instead of praising the &#8220;hustle,&#8221; they discuss workload and reset expectations.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">There is a catch worth naming. One report found manager training is among the least commonly offered supports, yet it links strongly to healthier workplaces (<\/span><a href=\"https:\/\/mhanational.org\/wp-content\/uploads\/2025\/03\/2024-MTW-Report.pdf\"><span style=\"font-weight: 400;\">3<\/span><\/a><span style=\"font-weight: 400;\">). Managers often carry heavy loads themselves.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So support your managers too. Give them tools, scripts, and permission to protect their own wellbeing. A stretched manager struggles to support anyone.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you want deeper tactics on equipping team leads, see our piece on <\/span><a href=\"https:\/\/betterme.world\/articles\/wellness-ambassadors\/\">Activating Managers as Wellness Ambassadors<\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><img decoding=\"async\" src=\"https:\/\/cdn.betterme.world\/articles\/wp-content\/uploads\/2025\/07\/b2b-3.png\" \/><\/p>\n<h2 style=\"text-align: center;\"><span class=\"ez-toc-section\" id=\"Wellness_Initiatives_That_Drive_Real_Participation\"><\/span><b>Wellness Initiatives That Drive Real Participation<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Wellness initiatives drive real participation when they feel relevant, easy to access, and reinforced by managers. Employee wellness initiatives are the specific programs and activities you offer to support wellbeing.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Novelty alone rarely sustains use. A shiny app fades fast if it does not match real needs.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One report found about 74% of employees used the benefits relevant to them, and around 79% felt they understood their options (<\/span><a href=\"https:\/\/www.rewardgateway.com\/hubfs\/09-us-reports\/2025_us_workplace-wellbeing-report.pdf\"><span style=\"font-weight: 400;\">7<\/span><\/a><span style=\"font-weight: 400;\">). Clarity and relevance seem to matter more than variety.<\/span><\/p>\n<p><b>Key point:<\/b><span style=\"font-weight: 400;\"> Design for relevance and low friction, not just excitement.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here is a table of employee wellness ideas to help you plan across categories (<\/span><a href=\"https:\/\/www.shrm.org\/labs\/resources\/optimizing-for-employee-well-being-a-holistic-approach-for-hr-leaders\"><span style=\"font-weight: 400;\">1<\/span><\/a><span style=\"font-weight: 400;\">).<\/span><\/p>\n\t\t\t\t\t\t<div class=\"wpsm-comptable-wrap\">\n\t\t\t\t<table id=\"wpsm-table-1444\" class=\"wpsm-comptable \">\n\t\t\t\t\t\t\t\t\t<thead class=\"wpsm-thead wpsm-thead-default\">\n\t\t\t\t\t\t<tr>\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<th>Initiative Type<\/th>\n\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<th>Example<\/th>\n\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<th>Barrier Removed<\/th>\n\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<th>Likely Participation Driver<\/th>\n\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/tr>\n\t\t\t\t\t<\/thead>\n\t\t\t\t\t<tbody class=\"wpsm-tbody\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<tr>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tPhysical\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tOptional 20-minute walking group, 2x\/week\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tTime and cost\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tLow effort, social element\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/tr>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<tr>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tMental\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tAccess to support resources plus manager check-ins\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tStigma and access\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tPrivacy and manager reinforcement\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/tr>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<tr>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tSocial\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tPeer recognition or monthly team volunteering\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tIsolation\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tBelonging and connection\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/tr>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<tr>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tStructural\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tFlexible schedules within set core hours\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tRigidity\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tAutonomy and fit with life\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/tr>\n\t\t\t\t\t\t\t\t\t\t<\/tbody>\n\t\t\t\t<\/table>\n\t\t\t<\/div>\n\t\t\n<p><span style=\"font-weight: 400;\">Notice the pattern. The strongest employee wellness activities remove a real barrier. They rarely rely on hype.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let&#8217;s look at each category more closely below.<\/span><\/p>\n<h3 style=\"text-align: center;\"><span class=\"ez-toc-section\" id=\"Physical_Wellness_Initiatives\"><\/span><b>Physical Wellness Initiatives<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Physical wellness initiatives support the body through movement, prevention, and healthy routines at work (<\/span><a href=\"https:\/\/www.shrm.org\/labs\/resources\/optimizing-for-employee-well-being-a-holistic-approach-for-hr-leaders\"><span style=\"font-weight: 400;\">1<\/span><\/a><span style=\"font-weight: 400;\">). Common examples include walking groups, activity challenges, and subsidized fitness classes.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Keep them accessible to different bodies and fitness levels.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Options you might offer:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Optional walking groups, 2\u20133 times per week<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Step or movement challenges, run over 30 days<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Discounts for offsite classes<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">On-site or virtual stretch breaks, 5\u201310 minutes<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Participation tends to rise when joining is easy and low-pressure. For example, a lunchtime walk needs no gym clothes or booking.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Individual results vary, and these are wellbeing options, not medical programs. Encourage people to check with a qualified professional before starting a new activity.<\/span><\/p>\n<p><img decoding=\"async\" src=\"https:\/\/cdn.betterme.world\/articles\/wp-content\/uploads\/2025\/07\/b2b-2.png\" \/><\/p>\n<h3 style=\"text-align: center;\"><span class=\"ez-toc-section\" id=\"Mental_Health_Initiatives\"><\/span><b>Mental Health Initiatives<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Mental health initiatives support emotional wellbeing through resources, flexible practices, and a culture where asking for help feels acceptable (<\/span><a href=\"https:\/\/www.shrm.org\/labs\/resources\/optimizing-for-employee-well-being-a-holistic-approach-for-hr-leaders\"><span style=\"font-weight: 400;\">1<\/span><\/a><span style=\"font-weight: 400;\">). Examples include employee assistance programs and stress-management resources.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Recent findings show elevated stress and worry among many employees (<\/span><a href=\"https:\/\/www.gallup.com\/workplace\/657629\/post-pandemic-workplace-experiment-continues.aspx\"><span style=\"font-weight: 400;\">2<\/span><\/a><span style=\"font-weight: 400;\">), so this area matters.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Practical options include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Access to confidential support resources<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Flexible scheduling within core hours<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Manager training to spot signs of strain early<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Encouraging use of personal or wellbeing days<\/span><\/li>\n<\/ul>\n<p><b>Key point:<\/b><span style=\"font-weight: 400;\"> Access plus manageable workload tends to beat an app offered in isolation.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One report found support resources like assistance programs are common, yet manager training is less so, despite strong links to healthier workplaces (<\/span><a href=\"https:\/\/mhanational.org\/wp-content\/uploads\/2025\/03\/2024-MTW-Report.pdf\"><span style=\"font-weight: 400;\">3<\/span><\/a><span style=\"font-weight: 400;\">). Combine both where you can.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is informational only, not medical advice. Individual experiences differ, and professional help is always worth encouraging.<\/span><\/p>\n<p><em><strong>Read more:<\/strong> <a href=\"https:\/\/betterme.world\/articles\/employee-wellness-challenge-platforms-for-modern-teams-in-2026\/\">Employee Wellness Challenge Platforms for Modern Teams in 2026<\/a><\/em><\/p>\n<h3 style=\"text-align: center;\"><span class=\"ez-toc-section\" id=\"Social_and_Team_Wellness_Activities\"><\/span><b>Social and Team Wellness Activities<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Social and team wellness activities build belonging and connection, which many employees value at work (<\/span><a href=\"https:\/\/www.shrm.org\/labs\/resources\/optimizing-for-employee-well-being-a-holistic-approach-for-hr-leaders\"><span style=\"font-weight: 400;\">1<\/span><\/a><span style=\"font-weight: 400;\">). Examples include peer recognition, mentorship, and low-pressure team events.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One report found belonging strongly linked to healthier workplace scores, with roughly 57% saying they felt they belonged (<\/span><a href=\"https:\/\/mhanational.org\/wp-content\/uploads\/2025\/03\/2024-MTW-Report.pdf\"><span style=\"font-weight: 400;\">3<\/span><\/a><span style=\"font-weight: 400;\">).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ideas worth trying:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Peer recognition, shared weekly<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Team volunteering, once per month<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Optional mentorship pairings<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Walking meetings for small groups<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Keep these optional and inclusive. Forced fun can backfire if trust is low.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A quick example: a 2-minute shout-out at the start of a weekly meeting costs nothing and builds connection. For more group ideas, browse our <\/span><a href=\"https:\/\/betterme.world\/articles\/wellness-challenge-ideas\/\">Wellness Wednesday Ideas for Work<\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><strong>Looking to make your recognition program more meaningful? <a href=\"https:\/\/business.betterme.world\/\">BetterMe Business<\/a> can help pair employee milestones with wellness rewards may help reinforce a culture where people feel genuinely valued.<\/strong><\/p>\n<p><img decoding=\"async\" src=\"https:\/\/cdn.betterme.world\/articles\/wp-content\/uploads\/2025\/11\/banner.png\" \/><\/p>\n<h2 style=\"text-align: center;\"><span class=\"ez-toc-section\" id=\"How_to_Sustain_Wellness_Engagement_Beyond_the_Launch\"><\/span><b>How to Sustain Wellness Engagement Beyond the Launch<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Sustain wellness engagement by treating your program like an ongoing product, not a one-time event. That means reminding, refreshing, personalizing, and measuring over months, not weeks.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Interest fades without upkeep. One report suggests communication should continue across several years, not stop after launch (<\/span><a href=\"https:\/\/www.shrm.org\/topics-tools\/tools\/toolkits\/designing-managing-effective-wellness-programs\"><span style=\"font-weight: 400;\">6<\/span><\/a><span style=\"font-weight: 400;\">).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Strong employee engagement and wellness efforts usually share a few habits. Here is a table to guide your rhythm.<\/span><\/p>\n\t\t\t\t\t\t<div class=\"wpsm-comptable-wrap\">\n\t\t\t\t<table id=\"wpsm-table-1445\" class=\"wpsm-comptable \">\n\t\t\t\t\t\t\t\t\t<thead class=\"wpsm-thead wpsm-thead-default\">\n\t\t\t\t\t\t<tr>\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<th>Action<\/th>\n\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<th>Suggested Cadence<\/th>\n\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<th>Purpose<\/th>\n\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/tr>\n\t\t\t\t\t<\/thead>\n\t\t\t\t\t<tbody class=\"wpsm-tbody\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<tr>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tManager reinforcement\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tWeekly 15-minute check-ins\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tKeep wellbeing part of daily work\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/tr>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<tr>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tRefreshed campaigns\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tEvery 8\u201312 weeks\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tPrevent message fatigue\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/tr>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<tr>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tPulse surveys\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t1\u20132 per year\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tTrack sentiment and needs\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/tr>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<tr>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tOutcome review\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tEvery 3\u20136 months\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<td>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tAdjust based on what works\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/td>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/tr>\n\t\t\t\t\t\t\t\t\t\t<\/tbody>\n\t\t\t\t<\/table>\n\t\t\t<\/div>\n\t\t\n<p><b>Key point:<\/b><span style=\"font-weight: 400;\"> Consistency and iteration keep engagement alive after the launch buzz fades.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Measure more than sign-ups. You might track sentiment, use of resources, absence patterns, and retention. Some findings suggest true program impact can take 3\u20135 years to read clearly, so be patient. Individual outcomes vary (<\/span><a href=\"https:\/\/www.shrm.org\/topics-tools\/tools\/toolkits\/designing-managing-effective-wellness-programs\"><span style=\"font-weight: 400;\">6<\/span><\/a><span style=\"font-weight: 400;\">).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A practical example: after 90 days, review which of your 3 initiatives drew the most use. Keep the winners, adjust the rest, then re-promote.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Employee wellness benefits, such as better morale or lower turnover, tend to appear gradually. Treat early numbers as signals, not final proof.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If engagement stays flat, dig into why before adding more. Sometimes the issue is workload or trust, not the program itself.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For a deeper look at that problem, see our article on <\/span><a href=\"https:\/\/betterme.world\/articles\/employee-engagement\/\">Why Employee Engagement Fails<\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><img decoding=\"async\" src=\"https:\/\/cdn.betterme.world\/articles\/wp-content\/uploads\/2025\/05\/Overlay-Banner-mental-health-2.png\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"FAQs\"><\/span><b>FAQs<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2><ul><li><h3><span class=\"ez-toc-section\" id=\"How_do_you_encourage_employees_to_participate_in_wellness_programs\"><\/span><strong>How do you encourage employees to participate in wellness programs?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3><\/li><\/ul><p><span style=\"font-weight: 400;\">You encourage employees to participate in wellness programs by making them relevant, easy, private, and reinforced by managers. Match offerings to real needs, reduce friction to join, and remind people over 8\u201312 weeks.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One report found employees valued feeling cared for, sometimes above a modest pay raise (<\/span><a href=\"https:\/\/www.rewardgateway.com\/hubfs\/09-us-reports\/2025_us_workplace-wellbeing-report.pdf\"><span style=\"font-weight: 400;\">7<\/span><\/a><span style=\"font-weight: 400;\">). Small incentives and manager support can help too. Individual responses vary.<\/span><\/p>\n<ul><li><h3><span class=\"ez-toc-section\" id=\"What_are_the_most_effective_employee_wellness_initiatives\"><\/span><strong>What are the most effective employee wellness initiatives?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3><\/li><\/ul><p><span style=\"font-weight: 400;\">The most effective employee wellness initiatives tend to be those that change daily work conditions, not just add perks. Manager training, clear expectations, fair workloads, flexibility, and recognition often outperform standalone extras (<\/span><a href=\"https:\/\/mhanational.org\/wp-content\/uploads\/2025\/03\/2024-MTW-Report.pdf\"><span style=\"font-weight: 400;\">3<\/span><\/a><span style=\"font-weight: 400;\">).\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One report linked supportive management strongly to healthier workplaces (<\/span><a href=\"https:\/\/mhanational.org\/wp-content\/uploads\/2025\/03\/2024-MTW-Report.pdf\"><span style=\"font-weight: 400;\">3<\/span><\/a><span style=\"font-weight: 400;\">). Perks like apps help most when paired with cultural support. Results vary by workplace and team.<\/span><\/p>\n<ul><li><h3><span class=\"ez-toc-section\" id=\"How_do_managers_support_employee_wellness\"><\/span><strong>How do managers support employee wellness?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3><\/li><\/ul><p><span style=\"font-weight: 400;\">Managers support employee wellness by reducing strain and increasing everyday stability for their teams (<\/span><a href=\"https:\/\/mhanational.org\/wp-content\/uploads\/2025\/03\/2024-MTW-Report.pdf\"><span style=\"font-weight: 400;\">3<\/span><\/a><span style=\"font-weight: 400;\">). They clarify priorities, distribute work fairly, hold 15-minute weekly check-ins, and recognize effort.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One workplace study found meaningful weekly feedback linked to higher engagement (<\/span><a href=\"https:\/\/www.gallup.com\/workplace\/657629\/post-pandemic-workplace-experiment-continues.aspx\"><span style=\"font-weight: 400;\">2<\/span><\/a><span style=\"font-weight: 400;\">). Managers also connect people to support without acting as clinicians (<\/span><a href=\"https:\/\/mhanational.org\/wp-content\/uploads\/2025\/03\/2024-MTW-Report.pdf\"><span style=\"font-weight: 400;\">3<\/span><\/a><span style=\"font-weight: 400;\">). Their impact is real, though it varies by team.<\/span><\/p>\n\n<h2 style=\"text-align: left;\"><span class=\"ez-toc-section\" id=\"The_Bottom_Line\"><\/span>The Bottom Line<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Knowing how to promote employee wellness comes down to a simple idea: understand your people, communicate clearly, equip your managers, and keep showing up over time. Treat wellbeing as part of how work gets done, not a side project. Pick one meaningful change this quarter, measure how it lands, and build from there. Your team&#8217;s engagement can grow when your efforts feel genuine and consistent.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>To promote employee wellness, start by learning what your people actually need. Then build clear communication, train managers, and offer relevant initiatives you reinforce over time. Participation tends to rise when programs feel useful, easy to join, and trusted. Employee wellness means supporting the physical, mental, and social wellbeing of the people who work for [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":93403,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[206],"tags":[],"coauthors":[45],"class_list":["post-93361","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-corporate-wellness-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.8 (Yoast SEO v27.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>How to Promote Employee Wellness at Work: A Practical Guide for HR - BetterMe<\/title>\n<meta name=\"description\" content=\"\u2605 HOW TO PROMOTE EMPLOYEE WELLNESS \u27a4 at work: practical HR tactics for higher participation, better communication, manager support, and lasting engagement.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Promote Employee Wellness at Work: A Practical Guide for HR\" \/>\n<meta property=\"og:description\" content=\"\u2605 HOW TO PROMOTE EMPLOYEE WELLNESS \u27a4 at work: practical HR tactics for higher participation, better communication, manager support, and lasting engagement.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/\" \/>\n<meta property=\"og:site_name\" content=\"BetterMe Blog\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/betterme.health.coaching\" \/>\n<meta property=\"article:author\" content=\"#\" \/>\n<meta property=\"og:image\" content=\"https:\/\/cdn.betterme.world\/articles\/wp-content\/uploads\/2026\/07\/1469-how-to-promote-employee-wellness.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1920\" \/>\n\t<meta property=\"og:image:height\" content=\"1200\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"BetterMe\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@betterme\" \/>\n<meta name=\"twitter:site\" content=\"@betterme\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"BetterMe\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"12 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/betterme.world\\\/articles\\\/how-to-promote-employee-wellness\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/betterme.world\\\/articles\\\/how-to-promote-employee-wellness\\\/\"},\"author\":{\"name\":\"BetterMe\",\"@id\":\"https:\\\/\\\/betterme.world\\\/articles\\\/#\\\/schema\\\/person\\\/f5676083cac481eb625810c37473c649\"},\"headline\":\"How to Promote Employee Wellness at Work: A Practical Guide for HR\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/betterme.world\\\/articles\\\/how-to-promote-employee-wellness\\\/\"},\"wordCount\":2100,\"publisher\":{\"@id\":\"https:\\\/\\\/betterme.world\\\/articles\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/betterme.world\\\/articles\\\/how-to-promote-employee-wellness\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/cdn.betterme.world\\\/articles\\\/wp-content\\\/uploads\\\/2026\\\/07\\\/1469-how-to-promote-employee-wellness.jpg\",\"articleSection\":[\"Corporate Wellness\"],\"inLanguage\":\"en-US\",\"articleBody\":\"<i><span style=\\\"font-weight: 400;\\\">To promote employee wellness, start by learning what your people actually need. Then build clear communication, train managers, and offer relevant initiatives you reinforce over time. Participation tends to rise when programs feel useful, easy to join, and trusted.<\\\/span><\\\/i>\\r\\n\\r\\n<span style=\\\"font-weight: 400;\\\">Employee wellness means supporting the physical, mental, and social wellbeing of the people who work for you. This guide is for Human Resource (HR) managers who want practical ways to promote employee wellness and boost real participation, not just launch a program that sits unused. It matters because recent findings show many employees feel stressed, disengaged, or unsure their employer cares. The good news? A few thoughtful moves can help change that.<\\\/span>\\r\\n\\r\\n<span style=\\\"font-weight: 400;\\\">Below, you will find tactics for strategy, communication, manager involvement, initiative design, and long-term engagement. Keep reading to turn a quiet wellness program into one your team actually uses.<\\\/span>\\r\\n\\r\\n<img src=\\\"https:\\\/\\\/cdn.betterme.world\\\/articles\\\/wp-content\\\/uploads\\\/2025\\\/07\\\/b2b-10.png\\\" \\\/>\\r\\n<h2 style=\\\"text-align: center;\\\"><b>Why Promoting Employee Wellness Is Part of HR's Job<\\\/b><\\\/h2>\\r\\n<span style=\\\"font-weight: 400;\\\">Promoting employee wellness is part of HR's job because HR shapes the systems that most affect how people feel at work. Benefits, manager training, workload norms, and communication all sit within HR's influence (<\\\/span><a href=\\\"https:\\\/\\\/www.shrm.org\\\/labs\\\/resources\\\/optimizing-for-employee-well-being-a-holistic-approach-for-hr-leaders\\\"><span style=\\\"font-weight: 400;\\\">1<\\\/span><\\\/a><span style=\\\"font-weight: 400;\\\">).<\\\/span>\\r\\n\\r\\n<span style=\\\"font-weight: 400;\\\">Wellness is not only a personal matter. Much of it comes down to how work is designed and led.<\\\/span>\\r\\n\\r\\n<span style=\\\"font-weight: 400;\\\">Recent findings paint an insightful picture. 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HR","mainEntityOfPage":{"@id":"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/"},"wordCount":2100,"publisher":{"@id":"https:\/\/betterme.world\/articles\/#organization"},"image":{"@id":"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#primaryimage"},"thumbnailUrl":"https:\/\/cdn.betterme.world\/articles\/wp-content\/uploads\/2026\/07\/1469-how-to-promote-employee-wellness.jpg","articleSection":["Corporate Wellness"],"inLanguage":"en-US","articleBody":"<i><span style=\"font-weight: 400;\">To promote employee wellness, start by learning what your people actually need. Then build clear communication, train managers, and offer relevant initiatives you reinforce over time. Participation tends to rise when programs feel useful, easy to join, and trusted.<\/span><\/i>\r\n\r\n<span style=\"font-weight: 400;\">Employee wellness means supporting the physical, mental, and social wellbeing of the people who work for you. This guide is for Human Resource (HR) managers who want practical ways to promote employee wellness and boost real participation, not just launch a program that sits unused. It matters because recent findings show many employees feel stressed, disengaged, or unsure their employer cares. The good news? A few thoughtful moves can help change that.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Below, you will find tactics for strategy, communication, manager involvement, initiative design, and long-term engagement. Keep reading to turn a quiet wellness program into one your team actually uses.<\/span>\r\n\r\n<img src=\"https:\/\/cdn.betterme.world\/articles\/wp-content\/uploads\/2025\/07\/b2b-10.png\" \/>\r\n<h2 style=\"text-align: center;\"><b>Why Promoting Employee Wellness Is Part of HR's Job<\/b><\/h2>\r\n<span style=\"font-weight: 400;\">Promoting employee wellness is part of HR's job because HR shapes the systems that most affect how people feel at work. Benefits, manager training, workload norms, and communication all sit within HR's influence (<\/span><a href=\"https:\/\/www.shrm.org\/labs\/resources\/optimizing-for-employee-well-being-a-holistic-approach-for-hr-leaders\"><span style=\"font-weight: 400;\">1<\/span><\/a><span style=\"font-weight: 400;\">).<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Wellness is not only a personal matter. Much of it comes down to how work is designed and led.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Recent findings paint an insightful picture. One workplace study found only about 24% of employees strongly agreed their organi ..."},{"@type":"WebPage","@id":"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/","url":"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/","name":"How to Promote Employee Wellness at Work: A Practical Guide for HR - BetterMe","isPartOf":{"@id":"https:\/\/betterme.world\/articles\/#website"},"primaryImageOfPage":{"@id":"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#primaryimage"},"image":{"@id":"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#primaryimage"},"thumbnailUrl":"https:\/\/cdn.betterme.world\/articles\/wp-content\/uploads\/2026\/07\/1469-how-to-promote-employee-wellness.jpg","description":"\u2605 HOW TO PROMOTE EMPLOYEE WELLNESS \u27a4 at work: practical HR tactics for higher participation, better communication, manager support, and lasting engagement.","breadcrumb":{"@id":"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#primaryimage","url":"https:\/\/cdn.betterme.world\/articles\/wp-content\/uploads\/2026\/07\/1469-how-to-promote-employee-wellness.jpg","contentUrl":"https:\/\/cdn.betterme.world\/articles\/wp-content\/uploads\/2026\/07\/1469-how-to-promote-employee-wellness.jpg","width":1920,"height":1200,"caption":"Colleagues do simple arm stretches together in an office to promote employee wellness at work."},{"@type":"BreadcrumbList","@id":"https:\/\/betterme.world\/articles\/how-to-promote-employee-wellness\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Blog","item":"https:\/\/betterme.world\/articles\/"},{"@type":"ListItem","position":2,"name":"Corporate Wellness","item":"https:\/\/betterme.world\/articles\/corporate-wellness-articles\/"},{"@type":"ListItem","position":3,"name":"How to Promote Employee Wellness at Work: A Practical Guide for HR"}]},{"@type":"WebSite","@id":"https:\/\/betterme.world\/articles\/#website","url":"https:\/\/betterme.world\/articles\/","name":"BetterMe Blog","description":"Health &amp; 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