Workplace well-being has never been more top-of-mind. With burnout on the rise and work-life balance becoming a top priority, companies across industries are stepping up their investment in employee wellness programs. But even with the best intentions, one big question still lingers: What kind of wellness support do employees actually want?

Is it a gym membership or meditation app? Maybe it’s flexible hours, mental health days, or just a little grace on a tough day. The reality is—well-being at work looks different for everyone. What recharges one person might feel like an afterthought to another.

That’s why it’s not enough to offer surface-level perks. If you want your wellness efforts to stick, you need to dig deeper—ask employees what matters to them, consider the demands of their roles, and build initiatives that reflect those needs. Because when wellness support is meaningful and personalized, it doesn’t just boost morale—it fuels performance, loyalty, and long-term culture change.

In this blog, we’ll explore how to uncover what your employees really need from a wellness program and how to build an approach that delivers true mental health support and lasting impact.

Why Wellness Efforts Often Miss the Mark

Wellness programs are usually built with good intentions—but sometimes they miss the mark simply because they don’t reflect what employees actually need or want.

Take gym stipends or free healthy snacks. While those perks can be nice, they don’t speak to everyone’s version of well-being. For someone managing stress, anxiety, or caregiving responsibilities, those benefits might feel completely irrelevant.

Another common issue? Treating wellness like a once-a-year campaign rather than a consistent part of work culture. If your employee wellness programs only show up during a “Wellness Week” or live in a separate portal no one checks, it’s easy for them to be forgotten or ignored.

Many companies also fall into the trap of one-size-fits-all programming. Maybe there’s a new wellness app or virtual yoga class—but participation is low. That’s often because employees have different schedules, lifestyles, and preferences. What works for one team member might not work for another.

And sometimes, there’s a disconnect between what leaders think employees want and what actually supports well-being at work. If you’re not regularly asking for feedback and adjusting your approach, even the flashiest program can fall flat.

At the end of the day, effective workplace well-being starts with listening. When you build your approach around real needs and flexible options—including mental health support—you’re far more likely to create a wellness culture that actually sticks.

What Employees Really Want From Wellness Programs

Here are a few elements employees consistently value in a wellness initiative:

1. Mental Health Support

This is no longer a nice-to-have—it’s a must. Employees want access to therapy stipends, licensed mental health professionals, and even on-demand tools like meditation or stress management apps. But beyond resources, they want to work in environments where mental health is taken seriously. That includes training managers to spot signs of burnout and making it safe to ask for help. Mental health support isn’t separate from the job—it impacts everything from focus and productivity to morale and turnover.

2. Flexible Work Arrangements

Well-being isn’t just about what happens after hours—it’s about how people experience their workday. Options like remote work, flexible schedules, or compressed workweeks give employees breathing room to handle their personal lives without guilt. Flexibility helps reduce stress, improves workplace well-being, and often leads to better performance. When people feel trusted to manage their time, they’re more engaged and more loyal.

3. Wellness Resources That Fit Their Lives

One-size-fits-all wellness just doesn’t cut it anymore. Employees want access to resources that reflect their unique needs and preferences. That might be virtual fitness classes, mindfulness tools, financial coaching, or sleep support. The key? Offering options that are accessible whether they’re at home, in the office, or somewhere in between. The more your wellness program can adapt to people’s lifestyles, the more likely they are to actually use and appreciate it.

4. A Culture of Care

At the heart of any successful employee wellness program is a culture that prioritizes people. That means more than just offering benefits—it’s about how your organization shows up every day. Inclusive policies, open conversations about mental health, leaders who model balance and self-care—these all send a powerful message: We care about you as a whole person, not just a worker. That kind of culture is what turns wellness programs from checkboxes into lasting impact.

How to Determine the Right Wellness Strategy

Here’s how organizations can choose employee wellness programs that make a real impact:

Ask Your People

Use pulse surveys, focus groups, or 1:1 meetings to understand what employees need. Wellness initiatives will only be effective if they reflect real preferences and challenges.

Segment Your Approach

Different employee groups have different needs. What works for a sales team might not support a warehouse crew or customer service reps. Tailor your offerings based on roles, demographics, and work settings.

Measure Engagement and Impact

Track what people are using and what’s making a difference. This could mean monitoring participation in wellness benefits or tying well-being efforts to retention, productivity, and satisfaction scores.

Prioritize Sustainability Over Novelty

One-off events are fine, but building a sustainable wellness culture means integrating well-being into day-to-day operations—from flexible policies to open conversations.

The Future of Well-Being at Work

Employees want employee wellness programs that reflect the complexity of their lives—not just surface-level perks. They want mental health support that feels accessible and stigma-free. They want workplace well-being strategies that prioritize flexibility, psychological safety, and purpose.

Ultimately, the best wellness strategy is one rooted in empathy, responsiveness, and action. When organizations take the time to listen and respond, they not only boost well-being at work—they build loyalty, engagement, and a culture people want to be part of.