Well-being. You’ve likely heard the term used in and outof the workplace for how to become “a heathier you.”

According to a 2016 report by the Society for Human Resource Management, twothirds of employers offer a general wellness program.

Many companies invest in corporate well-being with the aim of increasingproductivity, driving talent acquisition, employee retention andlowering health claim costs.

These businesses aim to consciously foster a company culturethat values the mental, physical and financial health of their employees in and out of theworkplace, recognizing that “health” means something different toeveryone.

So, in the race to attract and retain talent, how can you createa well-being program that sets you apart?

1. Shared and customized programming

Research published in Harvard Business Review that examines theeffectiveness of well-being programs highlights that engagement with wellbeing programming increaseswhen employees feel a sense of ownership.

These programs that are built and shaped by staff through focusgroup sessions and channels, such as an internal communicationplatform where employees can voice suggestions for types ofactivities and timing of events, perform the best.

With the understanding that “being healthy” means somethingdifferent for everyone at different points in their lives, programsshould take on a flexible quality while seeking to meet the needsexpressed directly by employees, thereby offering them a uniquesense of ownership of the program.

2. Follow-through on feedback

Several studies suggest that organizations with a culture of keeping one’sword are more profitable.Throughout the employee experience,sharing and engaging on feedback actively is encouraged.

Following through, whether that means evening cardio-yogaclasses or fresh avocados, demonstrates the company values feedbackand staff ideas.

If the request can’t be completed, it’s important to close theloop by offering insight and attempting to offer alternativesolutions.

Replying to a seemingly small request highlights that even afast-paced, rapidly growing organization listens, therebycultivating a culture of trust.

3. Offer multiple touch points

Not everyone is interested in lunch and learns or yoga classes,for that matter.

While it’s good to offer traditional program components –nutrition classes, cooking demos, weekly walking club, weight losschallenges – staff shouldn’t need to sign up for a class to engagewith the program’s tenets.

To avoid adding another “to-do” to an employee’s already-fullplate, digital signage with weekly “Did you know…” healthfacts followed by calls to action, healthy catering suggestions andsmaller snack self-serve cups helpfully nudge employees to adopthealthier behaviors.

While well-being professionals should maintain abusiness-centered mindset when designing and implementing aprogram, it’s important to maintain a high degree of flexibilityand visibility to provide a customized program.

Actively soliciting employee feedback, following through onspecific requests and offering employees various ways to engagewith core well-being tenets support program sustainability andlongevity.