By Luke Phang
Published
1. Agree what the week is for
A wellness week brings several activities together over a defined period. It can introduce employees to different options, create time for colleagues to connect or test interest before starting recurring sessions. Choose one or two priorities. A week of activities cannot resolve every aspect of employee wellbeing.
Agree who the programme is intended to reach, the available budget and the working time employees can use. If colleagues have shifts, customer-facing responsibilities or several office locations, decide how they will receive a realistic opportunity to attend.
2. Ask employees before booking
A short survey can reveal practical preferences without collecting unnecessary personal information. Ask about activity types, convenient time windows, locations and anything that would make attendance easier. Leave room for suggestions beyond your initial shortlist.
- Which types of activity would you choose to attend?
- Which time windows and locations could work for you?
- Would you prefer to join alone, with a colleague or through a hosted group?
- What information or arrangements would help you decide?
- What has prevented you from attending previous activities?
Provide a private contact route for individual access requirements. Do not use a public survey to request diagnoses or detailed medical histories. Our guide to improving employee wellness participation explains how to distinguish interest from practical barriers.
3. Choose a manageable mix
Use employee responses to combine different movement demands, social formats and time commitments. The aim is meaningful choice, not a full calendar that employees feel obliged to complete. Our 12 workplace wellness ideas offer starting points for sports, movement and lower-movement social options.
An organisation may also choose creative workshops or wellbeing education. These are broader planning suggestions, not a statement that LyfeGo automatically supplies every kind of wellness service. Confirm the provider, suitability and agreed scope for each session.
An illustrative five-day wellness week
This example is a planning aid, not a fixed LyfeGo package. Session lengths are illustrative; adjust them to the activity, instructor guidance, venue capacity and working arrangements. Employees choose suitable sessions rather than attending every day.
- Monday: a 20-minute guided mobility introduction near the workplace. Offer another time window for colleagues who cannot attend the first session. Explain seated or standing options with the instructor.
- Tuesday: a 60-minute beginner badminton or pickleball session with coached practice and small-group rotations. Include travel and changing time in the invitation.
- Wednesday: a 30-minute chess or strategy social as a lower-movement option. Provide beginner guidance and space to watch before joining. Record it separately from physical-activity participation.
- Thursday: a 45-minute beginner yoga or dance fitness session, selected using the survey. Describe the physical demands and agree alternatives or a separate lower-pressure option.
- Friday: a 30-minute social walk or indoor alternative, followed by a short feedback request and information about the next available sessions.
Do not assume lunchtime is free time for everyone. Protect agreed participation time with managers and consider repeated sessions for shift teams. For outdoor plans in Singapore, decide how weather changes will be communicated and who makes the call.
4. Make the programme easy to join
Each session listing should explain its location, duration, experience level, physical demands, capacity, equipment and any preparation required. Include a contact for access questions. Avoid describing every session simply as suitable for all.
Keep registration short. Tell employees how to cancel so someone else can use the place, and how waiting lists will be handled. Use the channels employees actually check, including briefings or noticeboards where desk-based messages will not reach the whole workforce.
Participation should be voluntary. Avoid public attendance rankings or treating a decision not to join as evidence of poor commitment. Managers can support the programme by making time available and respecting different choices.
5. Prepare a delivery checklist
- Scope and budget: confirm which activities and supporting services are included, who approves changes and what cancellation terms apply.
- People: name the internal sponsor, programme lead, instructors, hosts and contacts for each session.
- Venue and equipment: confirm capacity, access, setup, changing arrangements and required equipment.
- Registration: set capacity limits, waiting-list rules, reminders and a method of recording actual attendance.
- Participant information: communicate timings, intensity, clothing, transport and the route for private questions.
- Run sheet: connect setup, arrival, instruction, activity, recovery and departure, with responsibilities at each handover.
- Contingencies: confirm suitable alternatives, escalation contacts and the process for communicating changes.
- Feedback: agree a short survey, reporting period and who will turn findings into the next action.
A small internal week may need only a simple shared plan. More sessions, venues and providers create more coordination work. LyfeGo’s experience design and delivery approach explains how pacing, transitions and agreed responsibilities connect the individual activities.
Employee announcement template
Subject: Choose your sessions for our workplace wellness week
We’re running a wellness week from [start date] to [end date] to [agreed purpose]. You can choose from [brief activity selection], with different formats and experience levels.
View the schedule and register at [link] by [deadline]. Each session includes its location, duration, requirements and available places. Participation is voluntary; please choose sessions that suit you and agree work cover where needed.
For access questions or help choosing an option, contact [named contact] privately. If your plans change, cancel through [method] so another colleague can take your place.
Only state that time or work cover is available if the organisation has confirmed it. Replace every bracketed field before sending.
6. Review the week and offer a next step
Count unique attendees across the week as well as attendance at individual sessions. Separate registrations, attendance and repeat participation. Define the eligible population before calculating reach, and compare equivalent periods if you have a baseline.
Ask what employees enjoyed, what made attendance difficult and what they would choose again. Include an easy way for non-participants to respond. Full sessions may indicate unmet demand; repeated no-shows may indicate a timing or communication problem.
Use the results to choose what happens next. An ongoing Employee Wellness Programme can provide continuity after the week. The portal-versus-ad-hoc guide explains when recurring delivery may benefit from additional infrastructure.
How many activities should a wellness week include?
There is no universal number. Choose what the workforce can realistically attend and the organising team can deliver well. Repeat an accessible time slot where needed rather than adding another activity solely to fill the calendar.
Can we organise the week internally?
Yes. Internal delivery can work for a manageable schedule with suitable providers and clear responsibilities. External support becomes useful when activity design, multiple bookings, communication and live delivery exceed the team's available time or capability.
How do we judge whether the week worked?
Compare the agreed objective with attendance, reach, feedback and interest in continuing. These are useful programme measures, but one week of participation does not establish an improvement in employee health or business performance.
A LyfeGo viewpoint informed by programme design and delivery experience.