Design wellbeing into how work runs
Diagnostics and strategy that show where to spend before you spend.
Most companies buy wellness before they know what is wrong. Consulting reverses the order: we diagnose the conditions of work, agree three to five priorities with leadership, and design a game plan your own team can run, with or without us delivering it.
Why budgets miss the cause
The U.S. Surgeon General’s 2022 framework names five essentials for workplace wellbeing: protection from harm, connection and community, work-life harmony, mattering at work, and opportunity for growth. Few of them can be bought as a perk. A diagnosis shows which ones your company is missing.
What leadership will know
An honest baseline
A plain-language read of workload, management, recovery and connection, by site and team.
Three to five priorities
A short list leadership agrees to, including what to stop funding as well as what to start.
A plan you own
A 12-month plan with owners, budget, calendar and the vendors you already have.
A scorecard leaders trust
A small set of indicators agreed up front and reviewed every quarter, without surveillance.
Diagnose, plan, advise or rebuild
Weigh-In Wellbeing Diagnostic
A short survey, listening sessions and your HR data, read together and summarized with three priorities.
Wellness strategy sprint
Diagnosis, priorities and a 12-month plan with budget, built alongside your HR and leadership team.
Advisory retainer
A wellbeing strategist on call for program decisions, vendor reviews and quarterly scorecard reviews.
Burnout Prevention System
A focused program on the workload, recovery and manager habits behind chronic work stress.
What consulting can include
Listening sessions
Small, confidential groups by role and shift, run by a wellbeing strategist.
Data you already hold
Turnover, absence, overtime, EAP usage and benefits data, read in aggregate only.
Vendor and benefits review
What you already pay for, who uses it, and what overlaps or sits unused.
Policy and schedule design
Practical changes to meeting norms, shift patterns, leave and after-hours contact.
A leadership workshop
A half-day session where senior leaders agree the priorities and take ownership of them.
Scorecard setup
Indicators, baselines and a quarterly reporting template your own team can maintain.
Example: a school district’s staff wellbeing plan
A 1,400-person school district spreads its wellness budget across an app, a step challenge and an annual fair, while teacher turnover keeps rising. A six-week strategy sprint pairs a staff survey with listening sessions for teachers, bus drivers and cafeteria staff. The plan moves money from the app into protected planning time and mentoring for new teachers, with a scorecard reviewed each semester.
Indicative price
Indicative, from$6,500
For a four-week Weigh-In Wellbeing Diagnostic for up to 250 employees; strategy sprints from $12,500 and advisory retainers from $2,500 per month. Every proposal is fixed-fee and itemized.
Consulting questions, answered
What does a corporate wellness consultant do?
A corporate wellness consultant diagnoses what is affecting employee wellbeing, designs a strategy to address it and helps you measure the result. Our consulting looks first at the conditions of work, such as workload, manager practice and schedules, and then decides which programs, policies or vendors are worth paying for.
How much does corporate wellness consulting cost?
The Weigh-In Wellbeing Diagnostic starts at $6,500 for four weeks and up to 250 employees. A six-week wellness strategy sprint starts at $12,500, and an advisory retainer starts at $2,500 per month. Prices are indicative and fixed-fee, schools and nonprofits receive 15% off, and travel outside Greater Louisville is billed at cost.
Do we have to buy your programs after the diagnostic?
No. The diagnostic and strategy are yours to keep and run with any provider or with your own team. Some companies ask us to deliver part of the plan; others use our report to brief existing vendors or rebalance benefits. We recommend what fits, including when that means doing less.
What data do you need from us?
Anonymous, aggregated data you already hold: headcount by site, turnover, absence, overtime, EAP usage and recent survey results. We never ask for individual health records, and we never report on groups smaller than ten people. Your HR team decides what to share, and we are glad to sign your confidentiality agreement first.
How long does a wellness strategy take?
Six weeks for a full strategy sprint, or four weeks for the Weigh-In Diagnostic on its own. Most of that time is the survey window and listening sessions. Your program lead should plan on about two hours a week, and leadership on one half-day workshop to agree priorities.
Can you review the wellness vendors we already use?
Yes. A vendor and benefits review is part of most strategy sprints. We look at what each provider costs, how many people use it and whether it serves the priorities from the diagnostic. You get a plain recommendation to keep, change or stop each one, with the reasoning written down.
Start with an honest weigh-in
Tell us about your teams and we will say plainly whether corporate wellness consulting is the right place to start.