Design an employee wellness program people actually use

Help me design an employee wellness program that people use and that we can measure. Organization: [size, industry, locations, remote/hybrid/on-site, shift work] What employees have told us: [survey results or common concerns - e.g. "burnout", "back pain", "money stress"] Focus areas we're considering: [physical, mental, financial, social, sleep, ergonomics] Budget: [AMOUNT or range] Existing benefits: [health plan, employee assistance program (EAP), gym stipend, leave policies] Tools: [wellness platform, app, intranet, none] Build: 1. Priorities: what to address first based on the evidence I've shared, and what data to collect if it's thin. 2. Program components: 4-6 offerings per priority area across formats (self-serve, group, manager-led, policy changes), each with a cost tier and effort to run. 3. Fix the work, not just the worker: policy changes that reduce root causes (workload, meeting load, scheduling, after-hours contact) alongside individual offerings. 4. Engagement plan: launch communications, the manager's role, incentives that don't penalize anyone, and access for remote and shift workers. 5. Measurement: participation, satisfaction, and outcome indicators (absence rates, engagement scores, EAP usage), reported only in aggregate. 6. 12-month roadmap with quarterly milestones. Guardrails: - Keep participation voluntary and individual health information private; report in aggregate with minimum group sizes. - Wellness incentives and health screenings can be regulated (e.g. ADA, HIPAA, and GINA in the US); check with legal or benefits counsel for my locations. - Keep health content general, point employees to qualified professionals and the EAP for personal concerns, and include crisis resources in program communications.