Beyond the Gym Discount: How Top Healthcare Organizations Build Wellness Programs Employees Actually Use
For years, the standard corporate wellness package looked the same: a discounted gym membership, an annual biometric screening, and perhaps a step-challenge leaderboard in the breakroom.
However, looking at the highest-performing organizations recognized in this year’s Best Places to Work in Healthcare, one thing is clear: generic perks are out, and holistic, barrier-free well-being is in.
Top healthcare organizations are shifting their approach from "checking the box" on wellness to designing programs that address the whole person—mind, body, and spirit. More importantly, they are actively measuring engagement to ensure these programs don't just exist on paper, but genuinely improve lives.
Here is how leading healthcare employers are building culture-driven wellness programs that workers actually use.
1. Removing Every Possible Barrier to Care
Convenience is the single biggest factor determining whether employees utilize wellness perks. When care is hard to access, participation plummets.
Leading recruitment firm Jackson Physician Search focuses on eliminating friction. For in-person staff, that means an on-site health club accessible before, during, or after shifts, alongside a free on-site clinic for workers and their dependents. For remote and hybrid teams, it means 24/7 mental health access and fully subsidized Employee Assistance Programs (EAPs).
"Our goal is really to remove every barrier we can so associates can take care of themselves as whole people," says Helen Falkner, President of Jackson Physician Search.
The Strategy: Don't just offer resources—make them effortless to reach. Furthermore, train managers to spot early signs of stress and burnout so they can guide employees toward those resources before a crisis occurs.
2. Auditing Participation (and Retiring What Doesn't Work)
A common mistake in benefit administration is keeping underutilized programs on autopilot. High-performing organizations evaluate their offerings annually with a critical eye.
If participation in a specific health initiative is low, Jackson Physician Search doesn't just push harder with emails—they investigate why. If a benefit isn't hitting the mark, they sunset it and replace it with options that directly align with workforce needs.
The Strategy: Treat your wellness benefits like a dynamic product portfolio. Measure utilization regularly, gather employee feedback, and don't be afraid to pivot away from low-value programs.
3. Personalizing Interventions & Offering Meaningful Incentives
Health is deeply personal, and a one-size-fits-all approach rarely works. At Mercy Health - Willard Hospital in Ohio, HR leadership focuses on targeted, specialized support—ranging from diabetes management and digestive health to musculoskeletal strength.
"It’s really about asking, 'What health challenge are you having?' Then we provide resources so associates can get better," notes Diana Olson, Director of HR Strategic Partnership.
To drive participation, Mercy Health pairs personalized care with significant incentives: premium reductions, health reimbursement contributions, and high-value rewards, such as a $5,000 "Recharge Retreat" vacation. Crucially, they’ve also expanded confidential counseling and crisis response services to assist staff immediately following difficult clinical events.
The Strategy: Offer tailored clinical pathways for specific health conditions, and incentivize participation with rewards that hold real personal value.
4. Giving Time Back to the Employee
In healthcare and rural settings, workforce shortages and heavy workloads often leave employees feeling like they don't have time to prioritize their health.
CCM Health in Montevideo, Minnesota, solved this by giving time back. Full-time employees receive paid time during their shifts three times a week specifically to work out. Coupled with an on-site fitness center and financial incentives for regular gym visits, the hospital actively empowers staff to put their health first without sacrificing their personal lives.
Beyond physical fitness, CCM Health leverages its facilities to combat isolation.
"Our wellness center creates opportunities for social connection," says Leah Lehtola, VP of Support Services. "Seeing employees walking the indoor track together or attending group fitness classes builds relationships that have a meaningful impact on overall well-being."
The Strategy: If you want employees to engage in wellness, give them the operational permission and paid time to do so.
5. Embracing Low-Cost, High-Impact Culture Boosters
Not every successful wellness initiative requires a massive budget. Sometimes, simple, low-tech ideas foster the strongest emotional resilience.
At CCM Health, leadership invited staff to write messages of gratitude on the lounge windows. Throughout the month, team members added artwork and encouraging notes to one another. What cost pennies in window markers resulted in a bright, uplifting space that noticeably boosted morale during high-stress periods.
Similarly, culinary and service supplier Forefront Healthcare transformed its internal culture by applying its client philosophy internally. They introduced wholesome, chef-prepared meals at corporate headquarters, direct access to registered dietitians, and unlimited paid time off to support true work-life balance.
The Takeaway for Employers
Building a successful workplace wellness program isn't about buying the most expensive platform or offering a scattershot list of discounts. It requires a deliberate strategy built on three pillars:
Accessibility: Eliminate physical, financial, and time-based friction.
Relevance: Continuously evaluate usage and adapt to what your team actually needs.
Culture: Normalize mental health support, foster social connection, and lead with genuine empathy.
When employees feel truly cared for as whole people, engagement, retention, and organizational health naturally follow.
How is your organization evolving its wellness strategy this year? Share your thoughts in the comments
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