4-minute read
Today’s employees expect wellness programs to be seamless, efficient, and easy to use. One of the most effective ways to deliver that experience is through partnerships — with internal teams like safety, HR, communications, training, and medical as well as external resources like hospitals, nonprofits, and community fitness centers. These collaborations reduce redundancies, expand reach, boost participation, and improve outcomes.
At HES, we’ve seen partnerships strengthen the success of our wellness challenges by helping organizations deliver consistent, engaging, and impactful employee experiences. Strategic partnerships also contribute to a holistic approach to employee wellness, supporting both physical and mental well-being. Ultimately, these efforts help foster a positive culture focused on health and wellness.
Why Partnerships Matter in Employee Well-Being
Combining forces creates a more connected approach to wellness. Effective partnerships:
- Reduce duplicated efforts across departments
- Present a unified, engaging message
- Increase engagement and support well-being through collaborative wellness initiatives
- Improve program promotion and participation
- Enhance customer service by meeting employees where they are.
The result? Effective partnerships help create a supportive environment and contribute to success through a wellness strategy that is intentional, personalized, and aligned with organization goals.
5 Questions to Explore Before Forming Partnerships
Ask these key questions internally and with potential partners:
1. What are your shared goals?
Are you aiming for improved employee health, enhanced performance, or increased productivity? Successful partnerships require clearly written, measurable goals — not vague mission statements.
2. Who is the participant?
Is your focus employees, spouses, dependents, or managers? Defining the target audience helps both sides create programs that resonate.
3. What is the participation cycle?
Different groups engage at different times. For instance, new employees may be in training during their first 6 months, while tenured staff may be more likely to join walking challenges or annual team events. Track employee participation and engagement survey responses to assess employee involvement and gather feedback for continuous improvement.
4. How should you structure promotions?
Too many competing messages (from health promotion, medical, EAP, and more) can be overwhelming. Coordinated communication ensures wellness messaging lands with impact, especially when integrating employee assistance programs and well-being initiatives into your strategies.
5. What’s your overall message?
A partnership should feel seamless. The goal is to deliver greater value together than apart — whether that’s cost savings, convenience, or improved program effectiveness. A clear message supports well-being programs and contributes to employee retention as well as program success.
How to Form Effective Partnerships in Employee Wellness
Once you’ve identified potential partners, follow these steps to strengthen collaboration:
1. Communicate needs
Start with clarity. Complete this statement together: “In our partnership we want…” to identify shared health promotion and wellness activities as part of your collaboration.
2. Discuss values
Align core values, or the partnership may struggle. Begin with: “The most important things in our programs are…” and look for common ground, including aligning on the use of wellness incentives to motivate and engage employees.
3. Define roles
Document who will be responsible for what. Because clarity prevents confusion, assign specific tasks for organizing and tracking employee wellness challenges.
4. Describe success
Agree on markers of success: participation rates, employee feedback, or improved health outcomes, as well as measuring the impact of wellness challenge participation and how these activities challenge employees and encourage employees to adopt healthier habits.
5. Draft and sign an agreement
Outline the partnership’s goals, roles, timelines, and evaluation methods. This doesn’t need to be formal or intimidating… just a natural way to address all those involved. Sign it and revisit regularly.
The Win-Win of Employee Wellness Partnerships
Partnerships don’t have to deliver equal benefits to each side. What matters most is that every partner understands their value, commits to the shared plan, and works toward wellness outcomes that benefit employees.
At HES, we’ve seen that when organizations align their goals, values, and communication strategies, employee wellness initiatives are more engaging, sustainable, and dynamic. If you’re ready to bring your wellness strategy to life with innovative, effective programs, explore our wellness challenges — designed to spark participation and create lasting positive change.
Dean Witherspoon
Chief collaborator, nudger, tinkerer; leads the most inventive team creating well-being and sustainable living programs. Reach out if you’d like to talk about employee well-being, emotional fitness, or eco-friendly living.
