Employee wellness programs have traditionally revolved around familiar benefits such as gym memberships, fitness challenges and health apps. But as companies look for better ways to support their teams, the definition of workplace wellness is getting broader.
Well-being at work is not only about physical health. Employees also benefit from opportunities to step away from routine, connect with colleagues, pursue interests outside of work and feel genuinely appreciated.
That leaves room for employers to get more creative with the perks they offer.
Here are three approaches that can support different aspects of employee well-being while giving teams something more memorable than another standard workplace benefit.
Corporate fitness benefits often assume everyone wants to exercise the same way. A gym membership may be valuable to one employee and completely unused by another.
One alternative is giving employees more flexibility to pursue the activities that actually interest them, whether that means private coaching, recreational sports, lessons or other forms of active development.
Gene Williams, founder of Athletes Untapped, a platform that connects athletes with private sports coaches, says personalization can make a major difference in whether someone stays engaged.
“One of the biggest things we see in private coaching is that people are much more engaged when what they’re doing is specific to them. A good coach isn’t just running everyone through the same workout. They’re looking at the individual, their experience level, what they enjoy and what they’re trying to accomplish.”
Williams says employers should avoid defining fitness too narrowly.
“Not everybody wants to go to a traditional gym after work. Someone might want to learn tennis, get back into basketball or train for something they’ve always wanted to do. Giving people some freedom to choose how they want to be active can make wellness feel like a benefit rather than another obligation.”
Some workplace perks benefit employees individually. Others work because they bring people together.
Food can do both.
Companies can use catered lunches, food trucks or employee appreciation events to give staff a reason to leave their desks and connect with colleagues outside of their normal routines.
Food Truck Club connects companies with food trucks for corporate lunches and workplace events. Founder and CEO Cody Lee says the experience around the meal can be just as important as the food itself.
“The best workplace food events are not really just about feeding people. They create a natural break in the day where employees come outside, choose what they want to eat and end up having conversations with coworkers they might rarely interact with otherwise.”
Lee says those experiences do not necessarily need a formal team-building component.
“Sometimes the simple things work because they don’t feel forced. You don’t need a team-building agenda attached to lunch. Give people a reason to step away from their screens, enjoy something together and talk to each other.”
For employers, that can make a shared meal both a tangible perk and an informal opportunity to strengthen team connections.
Employee well-being also has an emotional component.
People want to know their effort is noticed, especially after major projects, demanding periods or meaningful milestones. But recognition can lose its impact when every employee receives the same generic item.
Courtney Taylor, co-founder of corporate gifting company Bundled, says personalization is often what makes employee appreciation feel genuine.
“Recognition works best when the employee can tell there was some thought behind it. It doesn’t necessarily have to be expensive or elaborate. The important part is creating the feeling that this wasn’t something sent simply because a date appeared on an HR calendar.”
That could mean wellness packages, milestone gifts, welcome boxes or gifts tied to a team member’s interests.
Taylor says employers should focus on what the gesture communicates.
“If you’re thanking a team after an especially demanding quarter, the experience should communicate, ‘We saw the work you put in and we appreciate it.’ That emotional connection is much more important than simply putting a company logo on another product.”
Creative perks can contribute to a healthier workplace, but they cannot compensate for deeper problems with management, communication or employee development.
Bradford Glaser, president and CEO of workplace training company HRDQ, says employers should see wellness initiatives as one piece of the overall employee experience.
“A perk can reinforce a strong culture, but it cannot create one by itself. Employees still need effective managers, clear communication, opportunities to develop their skills and an environment where people know what is expected of them.”
Glaser recommends starting with the goal rather than simply copying benefits offered by other companies.
“Are you trying to help employees recharge? Build stronger relationships between team members?” Recognize good work? Encourage healthier habits? Once you know what you’re trying to accomplish, you can choose an initiative that actually supports that goal.”
That may ultimately be the bigger shift in workplace wellness.
The objective does not have to be creating the longest possible list of perks. It is offering benefits and experiences that employees genuinely value.
For some teams, that might mean personalized sports coaching. For others, it could be gathering around a food truck for lunch or receiving a thoughtful gift after a major accomplishment.
The individual perk matters, but what it communicates matters just as much: that employees are viewed as people, not simply as workers.
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