How proactive, tailored wellness drives ROI and VOI — without a massive budget
Workplace wellness programs are often associated with large budgets, dedicated teams, and lengthy implementation plans. But according to Michelle Evans, Workplace Wellness Manager and Health Promotion Advocate at GoodLife Fitness, effective wellness initiatives don’t always require significant investments of time or money.
Drawing on experience working with more than 4,500 corporate partners, Evans argues that the success of a wellness strategy depends less on its scale than on how well it aligns with employee needs. When programs are proactive, targeted, and supported by the right data, the benefits can extend beyond employee engagement to measurable business outcomes.
“The relevance and consistency for the employees, that’s what creates real impact,” Evans explains.
Not just a perk: wellness is a performance investment fundamental to success
The link between physical and mental health is tangible. According to Statistics Canada, roughly 1 in 5 Canadians experience a mental illness each year, while the Mental Health Commission of Canada reports that approximately one-third of disability claims relate to mental health.
Physical activity — whether it’s a midday walk, morning weight training or an evening class — is one of the most flexible and effective tools in supporting mental wellbeing and resilience. Movement releases endorphins to elevate mood and manage anxiety, Evans notes, and it also provides a valuable mental transition between work and personal life.
“Physical activity doesn’t need to be intense to make a meaningful impact in improving mental wellbeing; the goal is to find something you enjoy, and stick with it,” she continues. “When physical activity is integrated into the workday, it takes out the guess work.”
How can organizations move to implement this strategy? First, workplace wellness must be repositioned as fundamental to leading business’ success. In short, it’s a performance investment. Like how organizations routinely invest in other assets like technology, cyber systems, and infrastructure in an effort to drive efficiency and results, it’s time to view wellness in the same way.
Most businesses would agree their most valuable asset is their people. When that critical cohort is dealing with chronic stress, poor health, or burnout, “engagement drops and performance follows,” Evans says. The cost of doing nothing? Absenteeism. Presenteeism. High turnover, increased disability claims, reduced productivity.
“At that point, the question isn’t, ‘Can we afford to invest in wellness,’ but instead, ‘Can we afford not to?’ Organizations that prioritize employee wellbeing consistently build more resilient, engaged and sustainable workforces, ultimately strengthening business outcomes.”
Beyond crisis response
To reap the rewards of wellness at work, proactivity is king. The idea is to move beyond crisis-response by embedding wellbeing into the fabric of everyday work life. What does that look like on the ground? Providing holistic, population-wide support, not just EAP access in times of crisis; offering education and tools that help employees manage stress, sleep better, eat well and stay active; making wellness resources accessible across a variety of formats such as onsite, virtual, and on-demand; and integrating wellness into onboarding, leadership practices and team routines.
Proactive programs meet employees where they are, and effective wellbeing practices aren't something employees only turn to when they're struggling. Critically, the maxim “one size fits all” doesn’t belong here. Because every workforce is different, customization and flexibility are key, Evans says.
A sustained commitment to wellness can boost engagement and morale while reducing the stigma around mental health, making employees more likely to seek support when they need it.
“Over time, these shifts contribute to a psychologically safe workplace where employees perform at their best,” Evans says.
There’s also a compelling economic argument. ROI shows up across a number of measurable areas, including reduced short- and long-term disability claims, fewer chronic health issues — reducing benefits costs — and lower instance of workplace injury. Stronger retention is another highlight, which leads to reduced recruitment and training expenses.
In her work supporting workplaces who use GoodLife Fitness’ offering, Evans also sees other strong qualitative indicators of success. For example, through recurring onsite and virtual fitness class series, participation and engagement increase over time. As programs are built in more seamlessly, employees actively seek them out rather than being prompted. This shift reflects not only ROI, but VOI, such as stronger team connection and a more positive workplace experience.
Quantitative outcomes may vary, “but sustained engagement is a leading indicator that organizations are looking for,” Evans notes, adding that partners also report enhanced employee satisfaction and elevated employer brand perception.
“All of that ties back to long-term organizational health, beyond what can be immediately measured in financial terms.”
Tailored, flexible, and scalable: workplace wellness of the future
Evans recalls a recent conversation with an HR leader who was exploring how to better support employee wellness alongside their corporate membership program. The leader shared that employees were asking for more educational experiences but that in the past, an external wellness initiative wasn’t well received because the content was too broad and didn’t address what employees were actually looking for.
But Evans spotted an opportunity in what seemed like a failed first attempt. She walked the HR leader through the internal no-cost initiatives they were already planning and then explored how GoodLife Workplace Wellness could complement those efforts by filling in the gaps with more targeted, relevant experiences. By the end of the discussion, the leader felt much more confident in the options available to her and her team.
“What stood out to me was that shift, from hesitation to clarity, especially once she realized that making a meaningful impact didn’t require a significant investment,” Evans says. “It reinforced how the right approach to wellness isn’t just about doing more, but doing what truly resonates with employees’ needs.”
For Evans, that’s the future of workplace wellness: moving away from clunky, out-of-the-box solutions and embracing the bespoke. She’s witnessing that shift in real time as more organizations seek out personalized offerings that reflect diverse employee needs, from menopause education and men’s mental health to healthy cooking demos. There’s also growing appetite for hybrid models of delivery and programs that naturally integrate into daily workflows.
“It’s about embedding wellness into organizational culture, not treating it as a stand-alone initiative,” Evans explains.
Much of that lift doesn’t require a large budget either. One example is encouraging leaders to model vulnerability. By sharing their own experiences, conversations around mental health are normalized.
Introducing walking meetings or 15-minute movement breaks, offering healthier food options at workplace events or in the lunchroom, and launching simple wellness challenges like step-challenges with small incentives are other low- or no-cost strategies. Additionally, even a small investment in targeted wellness initiatives goes a long way.
“Expert-led services such as educational seminars, onsite or virtual fitness classes, chair massage or nutrition counselling are often cost effective while delivering meaningful engagement and value for employees,” Evans says, adding that the takeaway for HR leaders is a reassuring one.
“Building a wellness culture doesn’t require a massive budget. Ultimately, leadership buy-in, relevance, and consistency matter most.”
To explore what a tailored workplace wellness strategy could look like for your organization, connect with GoodLife Workplace Wellness at partnerships.goodlifefitness.com/wellness-programs.
This article was produced in partnership with GoodLife Fitness
