When you think of activities one might track for a corporate wellness program, do you think about reading novels? Or fostering animals?

Indeed, Houston-based Revenew International encourages employees to track these kinds of mind, body, and spirit activites in its wellness program. Employees are also rewarded for more “traditional” wellness activities such as giving up soda for a month, committing to Meatless Mondays, and increasing their 401k contributions (financial wellness). The reason their program works is because the company’s culture is performance-driven, according to Karina Tran, human resource business partner. The types of incentives offered aren’t just money, though employees can earn $1,200 in cash through program participation; wellness points can also win time: working from home 12 days a year, or an extra four days of time off.

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Most corporate wellness program designers agree that support from the top is one of the first crucial steps to getting any wellness initiative off the ground. CEO of collaboration software Basecamp Jason Fried sets the work-life balance tone to, well, balanced!

Fried intentionally created his company’s culture around the idea that employees should “work reasonable hours (40 a week is encouraged), sleep more, stay healthy and expand their horizons.”

While several big-name tech companies set up perks to incentivize employees to stay in the office, Basecamp’s perks center on being out of the office. Basecamp refers to these as “benefits,” but to us in the employee benefits industry, these are perks: CSA (community supported agriculture) allowance, one-month sabbatical every three years, $100/month massage allowance, $1,000 annually continuing education allowance, and so on. These perks make for low turnover, and low turnover helps make these perks financially possible.

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