How to Design Wellness Programmes Employees Actually Use
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When Kenny Anderson joined Hugo Boss’s executive ranks, he gained access to a new tier of elite perks, which included spa treatments and a therapist.
“I felt like there was a huge weight on my shoulders to perform … support my team and deliver results,” he said. “The massages helped.”
The benefits didn’t just help Anderson feel more zen; they made him more productive too, he said. In a high-pressure merchandising role, the ability to shed stress helped him hit key milestones, like opening dozens of new stores in Mexico and Brazil.
Once associated mainly with outdoorsy brands like Patagonia and Nike, wellness has become a key element in corporate benefit packages at all sorts of companies. Luxury giants like LVMH, midsize fashion brands like Theory and beauty’s Glossier are among the firms offering some form of wellness programme.
These benefits can range from $25 gym stipends to all-expenses-paid mental wellness retreats. Hugo Boss’ Metzingen, Germany headquarters is tricked out with a fitness centre, physiotherapists, a doctor’s office and an in-house daycare. At Glossier’s home digs, there’s a stage for mental health talks — Deepak Chopra was one guest — and meditation sessions. On Running offers customisable self-care programmes and access to a network of coaches and counsellors, along with weekly “movement sessions” like group runs, yoga, and hiking. Alo Yoga offers free yoga classes and an on-site gym at its HQ.
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This newsletter is an excerpt of our analysis and insights on the future of work and careers advice, along with the best jobs on BoF Careers. Sign up to the full newsletter now.
????/???? Public Speaking, Thought Leadership & Crisis Communication for Executives & Companies/ TEDx Speaker/ Ex Professional Tennis Player
3 周These perks are great for companies who can afford it. But for smaller companies, I think that the focus should be on building solid a solid company culture in which people can thrive and grow.