By Luke Phang
Published
Start with the purpose, then choose the activity
Step challenges can be useful for employees who enjoy walking and individual tracking. The limitation is expecting one format to suit every person and objective. A leaderboard does not tell you whether colleagues connected, beginners felt welcome or people wanted to return.
Choose a small mix around a clear purpose: introducing movement, helping colleagues connect or giving employees a regular activity they enjoy. The formats below are suggestions, not fixed packages or promises of health benefits. Check participant requirements and the suitability of the venue and instruction before confirming them.
1. Beginner badminton sessions
Who it suits: colleagues interested in racket sports who would appreciate an introduction before joining a game. Start with coached grip, serving and rally practice, then use short doubles rotations. Check court capacity and allow practice time rather than using the whole booking for competitive matches.
2. Pickleball discovery
Who it suits: groups curious about trying an unfamiliar sport together. Introduce the basic rules and use short, supported rallies before optional games. Plan how waiting players rotate onto court. A beginner format still needs suitable movement demands, footwear and space.
3. Table-tennis social sessions
Who it suits: smaller groups looking for short indoor sessions and informal interaction. Combine coached practice with rotating partners or cooperative rally targets. One table can only serve a limited number of people at once, so keep the group manageable or add stations.
4. Adapted volleyball
Who it suits: employees who prefer a shared team activity. Where appropriate, adjust rules, ball choice, court size or competitive pressure to suit the group. Explain the actual format in the invitation; do not assume that calling an activity inclusive makes it suitable for every participant.
5. Beginner yoga
Who it suits: employees interested in a guided movement session with options to adjust participation. Ask the instructor to explain the level, equipment and available alternatives in advance. Choose a suitable floor area and provide space between participants. Yoga should not automatically be described as easy or appropriate for every physical need.
6. Mobility and stretching breaks
Who it suits: teams that need a short session close to the workplace. Use guided movements with seated or standing alternatives where appropriate. Avoid asking employees to stretch through discomfort or presenting the session as treatment for an injury. Check whether the room and work schedule allow people to participate comfortably.
7. Zumba or dance fitness
Who it suits: employees who enjoy music and group movement. Confirm a beginner-friendly session with clear explanations and suitable pacing. Explain whether there are jumps, rapid direction changes or other physical demands. Some guests may prefer less public performance pressure, so offer another activity rather than expecting everyone to dance.
8. Non-contact boxing fitness
Who it suits: colleagues interested in a coached, energetic session. Specify that the proposed format is non-contact, with technique and fitness exercises rather than sparring. Confirm equipment, hygiene arrangements and instruction, and agree suitable alternatives to demanding movements.
9. A social nature walk
Who it suits: employees who prefer conversation while moving outdoors. Choose a route with a clear distance, surface description and meeting point. In Singapore, factor in heat, rain, transport, water and places to pause. Prepare an alternative and communicate the decision process if conditions change.
10. Introductory golf putting
Who it suits: groups interested in a precision activity with space for conversation between attempts. A coached putting session can focus on practice and informal partner challenges. Confirm the actual facilities and capacity; do not assume a putting format provides the same experience or access requirements as a full round of golf.
11. Supported swimming sessions
Who it suits: employees who specifically want a pool-based activity. Establish swimming confidence and suitable grouping privately before booking instruction. Confirm pool supervision, changing facilities and the session requirements. Provide a land-based alternative; being part of a wellness programme does not make swimming appropriate for everyone.
12. Chess and strategy socials
Who it suits: employees who prefer a lower-movement social option. Offer beginner instruction, short games and a way to join without facing an experienced opponent immediately. This supports activity choice and conversation, but it does not count as a physical-activity session when reporting movement participation.
Explore the corporate sports activities directory for the activity categories LyfeGo works with. Availability, instruction, modifications and supporting arrangements are confirmed for the agreed programme.
A quick way to shortlist
- Short indoor sessions: consider table tennis, mobility or chess, subject to the space and equipment available.
- Learning something together: consider beginner badminton, pickleball or putting.
- More energetic group movement: consider adapted volleyball, dance fitness or non-contact boxing, with the format clearly described.
- Outdoor or pool options: consider a nature walk or supported swimming when the group, venue and supervision arrangements suit.
Intensity depends on delivery. Review the proposed format rather than assigning every session of a sport the same label. Ask employees what appeals to them, then shortlist a manageable selection instead of offering every option at once.
Turn the ideas into a programme people can attend
Check timing, travel, capacity, registration and what employees need to bring. If you are bringing several activities together, our workplace wellness week planning guide includes an illustrative schedule and preparation checklist. If existing activities are being ignored, start with the five participation barriers HR can check.
One session can help you test interest. A series can give people the opportunity to return and become more familiar with an activity. LyfeGo’s Employee Wellness Programme connects activity selection and agreed delivery with an ongoing participation plan, rather than making the event the only point of engagement.
What should HR measure?
Record registrations and actual attendance separately. For a defined month or campaign, count unique employees who attended at least once, then review repeat attendance and feedback. Ask non-participants what prevented them from joining. An activity with a small but consistent audience may need a different response from a popular session that is always full.
These measures can inform spending decisions. They do not establish that an activity improved productivity, prevented resignations or delivered a financial return.
Should we stop running step challenges?
Not necessarily. Keep them if employees value them and they serve the agreed objective. Add alternatives when colleagues want a different experience or when the purpose includes social interaction that individual tracking does not provide.
Can these ideas work for non-sporty employees?
Some formats may be suitable, but confidence, interests and physical considerations differ. Explain the requirements, provide guided practice where relevant and offer meaningful choices. Participation should remain voluntary.
Do we need to run all 12 activities?
No. Use this list to select a few relevant options. A well-planned session with adequate capacity can be more useful than a long activity list with queues and rushed transitions.
A LyfeGo viewpoint informed by programme design and delivery experience.