Source: https://business.lyfego.com/employee-wellness-portal Employee Wellness Programme # Employee Wellness Programmes in Singapore Turn a wellness budget into participation you can review. An ongoing programme for organisations whose wellness activities or benefits are not reaching enough employees. Build regular opportunities to take part, learn what brings people back and adapt the programme as your workforce’s needs change. LyfeGo’s corporate wellness programmes in Singapore focus on participation rather than simply offering more activities. An agreed baseline, participation targets and regular reviews help shape workplace wellness activities that employees can join and return to over time. Ongoing programme with regular reviews [Plan your wellness programme](https://business.lyfego.com/contact?solution=employee-wellness-portal)[See the programme outcome](https://business.lyfego.com/employee-wellness-portal#programme-outcome) ## Who this is for Organisations with existing wellness budgets, benefits or activities but inconsistent participation. For HR, wellbeing and employee engagement teams that need to understand both take-up and the reasons people do not join. ### The problem we design around Providing access is only part of the job. Timing, confidence, preferences, communications and practical barriers can keep employees from using an otherwise well-funded programme. A portal alone does not resolve those barriers. **Programme area** Corporate wellness and employee engagement **Focus** Participation, accessibility and sustained physical activity ## What we are working towards Target an increase in the number of employees participating in at least one physical activity per month against an agreed baseline and review timeframe. Identify the organisation’s top 3 participation barriers and top 3 participation drivers from the evidence collected, and use these findings to improve the ongoing programme. ### Understand what people join. Improve what comes next. Participation reviews help you decide which activities to continue, what to adjust and where employees may need more support. Agree the eligible population, baseline, target, data sources and reporting frequency before launch. Depending on the agreed scope and available data, reviews can cover: - Registrations and recorded attendance, reported separately - Unique employees participating each month, with changes in the eligible population noted - Repeat participation across activities or review periods - Popular activities, time slots and formats - Employee feedback and reported barriers to joining Reviews guide programme decisions. Participation data alone does not establish improvements in health, retention or productivity. Barriers and drivers are ranked from the evidence available, with gaps flagged where responses are insufficient. ## Your first 90 days The first 90 days establish the programme and its initial participation evidence. This is the starting cycle for an ongoing wellness programme. We agree the overall duration, activity schedule and review cadence in your proposal. 1. 1 ### Days 1–15: Diagnose Establish the baseline and target. Explore employee interests, activity levels, barriers, scheduling, access needs and preferred formats. 2. 2 ### Days 16–45: Activate Curate activities, tailor recommendations and communications, send agreed reminders and introduce beginner-friendly options and team activations. 3. 3 ### Days 46–75: Optimise Review registrations, attendance, repeat participation, preferred activities, drop-off and employee feedback. Adjust the mix and outreach around the evidence. 4. 4 ### Days 76–90: Consolidate Report participation against the baseline and target. Identify the strongest barriers and drivers, activity preferences and recommendations for the next quarter. ### Beyond the first 90 days Continue the agreed activities, review monthly participation and refresh the programme around employee feedback. Regular reviews guide the next cycle’s activity mix, communications and targets, with scope and budget agreed together. ## What participants experience ### Options that reflect real interests A curated activity mix shaped by employee preferences, access needs and available schedules. ### A more approachable first session Beginner-friendly choices, relevant information and team activations to help employees consider joining. ### A reason to return Use feedback and participation patterns to refine recommendations, formats and communications throughout the programme. ## Activities that could fit the brief These examples show why we might choose an activity. Final selection depends on the objective, participants, venue and availability. ### Yoga An instructor-led option for employees who prefer guided, lower-impact movement. ### Badminton Beginner-friendly practice can give employees a clear entry point into recurring social sessions. ### Zumba A group movement option for employees who prefer music and instructor-led routines to competition. [Explore all 58 corporate sports and activities](https://business.lyfego.com/corporate-sports-activities)[Discuss your preferred sports](https://business.lyfego.com/contact?solution=employee-wellness-portal&source=employee-wellness-portal-sports) ## What your organisation receives - A documented baseline, eligible population, participation target and measurement plan - An ongoing activity and communication plan, starting with an initial 90-day cycle - Agreed curated activities, recommendations, reminders and team activations - An initial 90-day participation review and regular reviews thereafter, using the agreed measures and available evidence - Recommendations for the next quarter, with platform components and implementation requirements confirmed in the proposal Your proposal confirms the programme, inclusions, delivery responsibilities, measurement approach and price before you commit. [Review procurement and delivery assurance](https://business.lyfego.com/how-it-works#delivery-assurance) ## A wellness programme your team can manage An employee wellness programme needs more than a list of activities. Employees need to understand what is available, how to participate and where to get help. HR needs clear responsibilities and useful information about take-up. Before launch, we agree the eligible employee group, budget, activity options, communications, booking arrangements and support responsibilities. Your proposal sets out what LyfeGo manages and what your internal team needs to provide. This includes who approves employee communications, who handles booking questions and changes, and who receives participation reviews. The available platform tools and programme-team support are confirmed for your organisation. ## Keep the momentum after the event A sports carnival or company Games can help employees discover an activity they want to try again. LyfeGo can use expressed interests and participant feedback to shape a follow-on programme of classes, group sessions or recurring activities. The next step is agreed around employee demand, availability and budget. Start with a shared experience. Give people a practical opportunity to return. ## Why LyfeGo LyfeGo combines access to a broad sports network with an activation and review process. The work is not finished when activities are listed: the programme tests what people join, what they return to and what prevents participation. ### The platform supports the programme Powered by the LyfeGo Employee Wellness Platform. The platform can support onboarding, eligibility, budgets, booking, activity discovery, recommendations, reminders, surveys and reporting, subject to confirmed availability and implementation requirements. Delivery may combine agreed platform tools and programme-team support; the demo is not a feature-availability promise. Related: [See how the Employee Wellness Platform supports the programme](https://business.lyfego.com/employee-wellness-portal#wellness-platform), [Explore corporate sports activities](https://business.lyfego.com/corporate-sports-activities). ## Powered by the LyfeGo Employee Wellness Platform. The platform supports ongoing activity access, programme delivery and participation reviews. Onboarding, eligibility, budgets, booking, activity discovery, recommendations, reminders, surveys and reporting can support the agreed programme. We confirm the available components and any implementation requirements before you commit. The preview shows sample data. Feature availability is confirmed separately; viewing a screen does not establish that a capability is ready for your organisation. Step inside the wellness portal ### One programme. Three perspectives. Discover activities as an employee. Bring your team together. See the bigger picture as HR. Interactive preview · Sample data, no real bookings These screens illustrate the experience using sample data. LyfeGo will confirm which components are available for your programme and any implementation requirements in your proposal. HR overviewEmployeeTeam leader LyfeGo for WorkPreview Your wellness programme, brought to life Connecting the interactive preview. You can also choose to explore the full demo now. Explore the demo Explore the full demo Share your name, email, company and job role to continue. ## Questions before you plan ### How much will participation increase? We do not promise a universal percentage. The initial diagnosis establishes the baseline, eligible population, practical constraints and a target agreed with you. Regular reviews report actual participation against that target and guide adjustments. ### What do we need to agree before launch? Start with the employee group, locations, budget, preferred timing and any existing wellness arrangements. We then confirm the activity mix, access and booking arrangements, communications, support responsibilities and review schedule. Setup timing depends on the scope, supplier availability and any platform requirements; your proposal confirms the launch plan. ### Are requested activities and class places automatically confirmed? Availability depends on the activity, instructor, location, capacity and timing. A listed activity or requested place should not be treated as a confirmed booking. The booking and confirmation process is agreed before launch and explained to employees. ### How are booking issues, cancellations and changes handled? Before launch, agree a named support contact and escalation route, together with the applicable cancellation, rescheduling, no-show and refund terms. These may vary by activity and supplier. Employees should receive the relevant terms and confirmation instructions before booking; a refund should not be assumed unless the applicable terms provide for it. ### Are all the demo features available to our organisation? The demo uses sample data. We confirm available platform components and implementation requirements in the proposal rather than treating the screens as proof of production readiness. Planned or pilot features will only be labelled as such after their status is verified. ### Do you guarantee health or retention improvements? No. This programme targets participation and examines barriers and drivers over the agreed programme period. It does not guarantee health, retention, productivity or other business outcomes. ### What happens after 90 days? The first review informs the next cycle of activities and communications. The programme continues for the duration agreed in your proposal, with regular reviews and adjustments around participation, employee feedback and budget. Ninety days is the initial activation cycle, not a fixed programme end date. ## Tell us who it is for and what you want to achieve. Share your objectives, group size, timing and budget. We will recommend a suitable starting point and confirm the scope with you. [Plan your wellness programme](https://business.lyfego.com/contact?solution=employee-wellness-portal)