Ann Glor, the programs coordinator at the Wisconsin Athletic Club, shares tips for placing priority on employee wellness in health clubs.
Employee wellness initiatives at a health and fitness club? Absolutely, and they should be a priority.
In recent years, “workplace wellness” has become a bit of a buzz phrase and for good reason. As club operators, many of us actively promote and sell corporate and employee wellness programs as part of our business model. But here’s the question: Are we practicing what we preach when it comes to our own teams?
It’s easy to assume they automatically thrive because our team members work in a health-focused environment. “My team loves to work out. They take yoga classes. We have decent benefits and plenty of pizza parties (wink, wink).” But is that enough?
Fostering employee well-being in a health club is vital, not only for the health and satisfaction of the staff but also for maintaining a positive environment that members can feel and appreciate.
Below is a practical framework for club operators to develop effective wellness strategies. It’s organized around the Eight Dimensions of Wellness identified by Dr. Peggy Swarbrick, the associate director of the Center of Alcohol and Substance Use Studies.
Start with Understanding
Begin with a needs assessment. What matters most to your employees? Is it mental health support, stress reduction, time for self-care or career development? As part of this process, performing a simple job role analysis would be beneficial. This can uncover diverse needs. For instance, a personal trainer and a front desk associate may have very different challenges and priorities.
Physical Wellness
- Offer free, discounted or special classes. Let employees join any group fitness classes or create exclusive staff-only options.
- Movement breaks. Encourage five to 15-minute daily breaks for stretching, walking or breathwork.
- Wellness challenges. Try friendly competitions like steps per week, hydration tracking, or a fruit and veggies challenge.
- Active commuting. Offer incentives or support team members who choose to bike or walk to work.
Mental and Emotional Wellness
- Mindfulness tools. Provide access to apps that provide support for stress management, meditation and mindfulness. Partner with local providers who can exchange services for membership.
- Therapy access. Create pathways to therapy, counseling or mental health referrals.
- Mental Health First Aid Training. Partner with a reputable organization to equip staff with tools to support peers in crisis.
- Walking meetings. Promote walking meetings to reduce the stress of traditional sit-downs and get moving simultaneously.
Nutritional Wellness
- Healthy Snacks. Stock nutritious snack stations or weekly fruit bowls in the employee areas.
- Real lunch break. Encourage employees to take lunch breaks away from their workstations.
- Meal prep workshops. Offer sessions that teach healthy, simple meal planning.
- Hydration stations. Provide infused water or electrolyte-rich options once a week.
Professional Development
- Education support. Fully or partially reimburse continuing education costs and share professional development opportunities.
- Career pathways. Provide a clear roadmap for advancement and help staff identify growth opportunities.
- Mentorship. Establish a mentorship program where employees can both learn from and teach one another.
- Skill sharing sessions. Let team members lead short wellness or professional sessions for their peers.
Community and Social Wellness
- Team fitness events. Host team workouts or wellness retreats led by some of your team superstars.
- Wellness buddy system. Pair employees for mutual accountability and gift them a personal training session to kick it off.
- Volunteer together. Organize group volunteering to build connection and purpose outside work.
- Gratitude space. Find an obvious space where employees can show and share their appreciation for each other or management recognition.
Work-Life Balance
- Flexible schedules. Allow shift swaps and implement flexible scheduling when able.
- Burnout prevention. Implement policies that prevent burnout, such as limiting back-to-back classes for instructors, front-end staff that close and then open, rotating managers or on-call coverage for non-peak work hours, time blocking for personal trainers.
- Remote options. Allow scheduled remote workdays for managers or administrative staff.
Feedback and Evolution
- Regular check-ins. Conduct biannual or quarterly surveys to assess program impact and gather suggestions.
- Wellness committee. Form a team or small committee of well-being ambassadors to help ideate, implement and promote initiatives.
Why This Matters
As health club operators, investing in employee wellness is good for your team and your business.
Investing in employee well-being delivers measurable benefits across your entire organization. Healthy, engaged employees are more productive and motivated, which directly enhances the member experience, facility cleanliness and overall safety. Prioritizing wellness also improves retention and morale by reducing burnout and turnover, ultimately saving time and money on hiring and training. When employees feel supported, they become powerful role models who embody your club’s mission and values — inspiring both their peers and your members. A wellness-focused culture fosters stronger communication and team cohesion, creating a more positive work environment. Most importantly, when your staff is happy and thriving, they naturally create a warm, welcoming atmosphere that leads to better member experiences, stronger retention, and an enhanced reputation for your club.
Final Thought
By integrating wellness into the culture of your club, not just for members but also for your team members, you align your mission with your actions. Wellness isn’t just something we offer; it’s the foundation of what we do and it begins with our own people.
