Wellness built into how work works
Programs that change workload, recovery and manager habits across your company.
Most wellness budgets buy perks people use alone. The programs that last change the conditions everyone works in: how much is on the plate, how teams recover, and how managers lead between rounds.
Why the app alone stalls
A 2024 Oxford study of 46,336 UK workers found people in individual wellbeing programs were no better off than colleagues who skipped them. The study points to scheduling, management and job design instead. That is where our programs start.
Four conditions we change
Clearer workloads
Teams agree what matters this quarter and what can wait, with managers trained to hold the line.
Recovery that sticks
Simple rhythms of focus and rest that fit real shifts, real calendars and real deadlines.
Managers who notice
Leaders learn to spot strain early and have a useful conversation before it becomes a resignation.
A shared language
Rounds, recovery and the corner give everyone a way to talk about pressure without stigma.
Fight Camp, partnership or one focus
Fight Camp
Our flagship: a diagnostic, a kickoff, weekly sessions, manager coaching and a final scorecard review.
Annual partnership
A year-round calendar of programs, events and digital support, planned with you each quarter.
Focused program
One priority, such as recovery, burnout prevention or financial wellbeing, delivered start to finish.
What a program can include
A wellbeing diagnostic
A short survey, listening sessions and the HR data you already hold, read together.
Live sessions
Forty-five-minute sessions on site or online, scheduled around shifts and peak weeks.
Manager coaching
Small-group coaching so managers can carry the program after we leave the room.
Team challenges
Light, inclusive challenges that build connection without leaderboards that shame anyone.
Digital support
Short guides, recordings and a monthly pulse, so remote and night-shift staff join in.
Scorecard reviews
A quarterly review with leadership on what changed, what did not and what comes next.
Three more focused programs
Rounds and Recovery
Six weeks of team practice in focused work and real recovery, built into the calendar.
Burnout Prevention System
A 10-week program that changes the conditions behind burnout, not just how people cope with them.
Financial Wellbeing
Three practical money sessions led by an Accredited Financial Counselor who never sells products.
Example: a 300-person distribution company
Night shift turnover is high and supervisors are stretched. The weigh-in shows breaks are routinely skipped and handovers run late. The game plan protects break windows, trains 22 supervisors in short check-ins, and brings 45-minute recovery sessions to the break room at shift change. The scorecard tracks skipped breaks, pulse scores and intent to stay.
Indicative price
Indicative, from$18,000
For a 12-week Fight Camp for up to 150 employees; annual partnerships from $3,900 per month. Every proposal is fixed-fee and itemized.
Wellness program questions, answered
What is a corporate wellness program?
A planned set of activities, policies and habits that help employees stay healthy, focused and connected at work. Ours starts with the conditions of work, such as workload, recovery and manager practice, and then adds sessions, events and digital support around them.
How long does a program take to set up?
Most programs start within four to six weeks of the discovery call. The first two weeks are the weigh-in, the next two are the game plan, and the first live round follows once leadership has approved the plan.
Do employees have to take part?
No. Every session is optional, inclusive and adapted for all abilities. Nobody is asked to exercise, share personal health information or compete. Participation tends to rise when managers join in and sessions fit the working day.
Will you see individual employee health data?
No. We work with anonymous, aggregated data only and never report on groups smaller than ten people. We do not use wearables, biometric screening or anything that tracks individuals.
Can you run programs for night and weekend shifts?
Yes. We schedule sessions at shift change, run them in break rooms or on the floor, and record short versions for people who cannot attend live. Frontline teams get the same program as head office.
How do you measure whether it worked?
We agree a small scorecard at the start, usually participation, pulse scores, manager practices and an HR measure such as turnover or absence. We review it with leadership every quarter and adjust the next round.
Plan your first twelve weeks
Tell us about your teams and we will say plainly whether corporate wellness programs is the right place to start.