Clark Lagemann from Avidon Health on Why The Best Things in Wellness Are Free

Even in tight-budget environments, wellness programs can improve engagement, reduce burnout, and lower costs even without a vendor.

Many HR leaders I speak with feel stuck between mounting healthcare costs, burned-out teams, and limited resources. The instinct is often to buy a solution, which is where I typically enter the conversation.

Depending on your organization’s size and goals, annual wellness program expenses typically range from $150 to $1,200 per employee. That can include health risk assessments, coaching, incentives, platform fees, and content libraries.

Organization Size	Typical Budget (Annual per Employee)	Common Features
Small (<100)	$150–$300	Basic HRA, step challenges
Mid-size (100–999)	$300–$700	Incentives, group coaching, platform access
Large (1,000+)	$700–$1,200+	Comprehensive digital programs with analytics

Before you publish another RFP or stack on another vendor, pause.

In my experience, working with organizations from startups to global enterprises, the most impactful wellness solutions often start with simple, free ideas. Instead of rushing into costly tools and hidden admin burdens, consider piloting a few research-backed tactics your team can try within 24 hours.

1. Micro-Movement Breaks

Description:
Most employees spend their days sedentary, leading to fatigue, poor posture, and long-term health risks. Introducing intentional movement during the workday can disrupt that cycle.

Benefit & Proof:
Just 15 minutes of light activity per day reduces all-cause mortality by 14%, according to The Lancet. Sedentary behavior is linked to chronic conditions and musculoskeletal disorders. Movement also improves focus and mood by increasing blood flow to the brain.

How to Implement:
Designate a 15-minute block each day, before lunch or mid-afternoon, for optional group movement. Offer rotating themes like desk yoga, stretch breaks, or cardio bursts.

For remote teams, use breakout rooms or Slack reminders to build accountability.

2. Gratitude-First Culture

Description:
Gratitude has measurable psychological and organizational benefits. It boosts serotonin, reduces cortisol, and increases connection among team members.

Benefit & Proof:
Studies show that employees who feel appreciated have higher engagement and lower burnout. One study in the Journal of Applied Sport Psychology found that gratitude interventions significantly boosted resilience and social support among teams.

How to Implement:
Start meetings with 30-second thank-yous.

Create a Slack or Teams channel for daily gratitude. Keep it simple: sticky notes in the office, or shoutouts in a weekly email.

The key is frequency, not formality.

3. Walk-and-Talk Meetings

Description:
Sitting in back-to-back video calls limits creativity and cognitive energy. Walking meetings counterbalance this by engaging the body while freeing the mind.

Benefit & Proof:
A Stanford study found that walking boosts creative thinking by 60%. It’s also associated with stress reduction and increased information retention.

How to Implement:
Pick one weekly meeting, preferably non-strategic, and make it audio-only.

Block off five minutes before the start to allow team members to prep. Encourage employees to take the call outdoors if possible.

4. In-the-Moment Peer Recognition

Description:
Recognition fuels motivation, especially when it’s peer-driven and spontaneous. Creating a system for real-time recognition reinforces team culture.

Benefit & Proof:
According to Gallup, recognition-rich cultures enjoy 21% higher profitability and 28% lower turnover. Authentic, frequent praise strengthens trust and morale.

How to Implement:
In-office?

Create a physical “shoutout wall” or recognition box. Remote?

Set up a dedicated #shoutouts channel in Slack or Teams. Include peer praise in weekly meetings or internal newsletters.

5. Power Down Hour

Description:
Modern knowledge workers are overwhelmed by pings, meetings, and context switching. A “Power Down Hour” carves out protected space for deep focus.

Benefit & Proof:
Interruptions can reduce productivity by 40%, according to CHI research. Quiet time leads to higher-quality work, reduced burnout, and lower decision fatigue.

How to Implement:
Pick one hour per week (e.g., Wednesday 2–3 p.m.) and block it on the calendar as meeting-free, message-free focus time.

Frame it as a commitment to individual productivity.

Final Thought: Simplicity First. Scale Second.

These five ideas are just the beginning.

We’ve packaged them, plus five more, into a free ready-to-use toolkit complete with templates, scripts, and simple rollout tips to help you get started fast.

Before you buy a platform, build the habits that make it work.

Written by Clark Lagemann, Co-Founder at Avidon Health

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