Effective Corporate Wellness: Beyond Yoga and Perks

A couple of months ago, I traveled with my family to an Airbnb in Iztapalapa, one of the many densely populated neighborhoods in Mexico City. During that trip, I paid for a local gym to work out before starting my workday, and in the evenings, we often had dinner at local restaurants. We also shopped at nearby grocery stores and pharmacies. This routine gave me a chance to observe the pulse of Mexico City. By 6 a.m., the streets were already crowded with commuters, sidewalks too narrow for pedestrians, cluttered with poles, dangling wires, trash, and animal waste. At around 10 p.m., as we bought dinner, I witnessed those same workers returning home after long journeys. I remember one woman in particular: clearly exhausted, carrying heavy bags, a pair of heels in her hands, and a neon pink yoga mat sticking out of her backpack.

Curious, I approached her respectfully. Why would she haul all this weight when there were gyms offering yoga right there in her own neighborhood? She explained that she lived in Iztapalapa but worked in Santa Fe, a commute of at least two hours each way, or up to three and a half hours if it rained. Her backpack contained everything she needed to survive the day: food, clothing, an umbrella, shoes. Her company, as part of its "wellness policy," had introduced yoga classes before the start of the workday. They were technically optional, but her wellness manager had encouraged employees to attend "so the company won’t stop investing in these initiatives."

That conversation struck me. The corporate wellness market in Mexico, according to IMARC, is valued at US$847.8 million. But I kept asking myself: How is this money being spent? Who defines what well-being means for employees? And who measures whether these strategies are actually working? Coincidentally, this woman’s company had launched its wellness strategy at the same time it revoked hybrid work policies. That contradiction stuck with me. I don’t want anyone reading this to think I am against wellness initiatives. Quite the opposite — I believe in their importance. What worries me is when poorly designed programs waste money, ultimately undermining both the employees’ trust and the companies’ faith in wellness as a valuable investment.

Recommendations for Effective Wellness Strategies

1. Know Your Employees

When Jorge Rosas became CHRO at Cinépolis, his first move was to work undercover at various theaters as a regular employee. He didn’t announce who he was, he simply observed and listened. That allowed him to understand firsthand the struggles, strengths, and daily realities of his workforce. I’m not suggesting every CEO must do this personally, but leaders should maintain open communication with managers and employees to understand the life context of those they employ — their pains, their needs, their aspirations.

2. Wellness Doesn’t Have to Be Expensive

Wellness is not synonymous with yoga or mindfulness sessions. Start with the basics: don’t force office attendance for roles that don’t require it. Be flexible with schedules. If the role allows it, does it really matter if someone arrives at 10 a.m. or leaves at 4 p.m.? Time is often the most valuable benefit employees can receive. Many workers only begin their personal lives after 9 p.m. when they get home. Forcing them into long commutes slowly erodes their motivation and health.

3. Build Culture, Not Just Strategies

Wellness should be a company value, not just an annual initiative. It must be integrated into the business vision and considered nearly as important as profitability. Roman leaders like Julius Caesar understood that the motivation of their armies mattered more than sheer physical strength. The same holds true today: Your workforce’s well-being is the key to achieving your goals.

4. Add Value, Don’t Just Spend

Your company should be a vehicle for employees to transform their lives. Offer training, even if it’s not directly related to your business. If a team member is passionate about pastry-making, support them. It might not align with your business goals, but by nurturing personal passions, you cultivate gratitude, loyalty, and stronger engagement. Skill-building is often valued far more than "stretching classes at the office."

5. Measure, Evaluate, Adapt

“What isn’t measured doesn’t work.” Evaluations must be real, not skewed by coerced responses. Assign independent audits of wellness programs, ideally separate from the HR department. You can even involve employees as "wellness ambassadors" to provide honest feedback and help adjust initiatives.

What Works vs. What Doesn’t

What Works vs. What Doesn’t

Conclusion

Wellness is no longer a “nice to have, it is a “must.” Studies show that 88% of employees consider non-monetary benefits as important as salary. And in today’s economic environment, where companies aim to do more with fewer resources, where leaner teams cover the work of three or four people, the importance of wellness only grows. Does it matter if employees commute daily to a fancy office in Santa Fe? Wouldn’t it be more valuable to set project deadlines and allow people to manage their own schedules? The more freedom and ownership employees feel over their work, the greater their loyalty, commitment, and performance.

Wellness strategies, when misaligned, risk becoming burdensome checkboxes rather than true benefits. But when designed thoughtfully — anchored in empathy, culture, and measurable outcomes — they can transform lives and businesses alike.

That’s my perspective. But what do you think? Let’s continue the conversation. You can find me on LinkedIn and Instagram.

@cristianmarrol

https://www.linkedin.com/in/cristian-marrol/