Phase 1: Lay the foundation (Weeks 1–3)

Name an executive sponsor and agree on why the company is investing in wellbeing (retention, engagement, healthcare costs, culture).
Set two or three goals for year one, written so you can measure them (for example, participation rate or employee survey scores).
Confirm a working budget, including separate lines for the platform, incentives and rewards, and events or services.
Recruit a wellness committee with members from different locations, shifts, levels and remote teams.
Review compliance basics with HR and counsel: HIPAA, ADA, GINA and any rules that apply to wellness incentives.

Phase 2: Understand your people (Weeks 3–6)

Run a short, anonymous needs-and-interests survey (10–12 questions, under 5 minutes).
Review what you already offer: EAP, health plan programs, financial benefits, learning stipends, and how employees use them.
Look at available aggregate data such as EAP utilization, absence trends and engagement survey results.
Hold two or three listening sessions with frontline, remote and manager groups.
Rank the top needs across the eight dimensions of wellness.

Choose a yearly theme calendar so each month or quarter has a clear focus.
Pick a mix of offerings that covers physical, emotional, financial and social wellbeing at minimum.
Plan two or three company-wide challenges for the year, with options for different abilities and schedules.
Design incentives and rewards, and decide how participation will be tracked and rewarded.
Add recognition: how employees and managers will celebrate milestones and each other.
Decide whether a wellness platform is needed to deliver, track and reward everything in one place.

Brief managers first and give them talking points and a simple way to take part.
Announce the program from the executive sponsor, with a clear name and a single place to learn more.
Kick off with an inclusive, easy-to-join challenge or event.
Share a communications calendar for the first 90 days across email, chat, intranet and in-person channels.
Make sure remote, hybrid and deskless employees can join on their phones.

Track monthly participation and engagement by location and team.
Collect feedback after every challenge and event.
Report quarterly to leadership on participation, satisfaction and progress toward goals.
Re-run the needs survey every year and adjust the calendar.
Share stories and wins, with permission, to keep momentum going.