Vitality that actually works

Wellness schemes are all the rage. Fruit in the canteen. Yoga on Tuesdays. And once a quarter, a mental health coach who tells you that breathing is important.

At first, everyone joins in. Because hey, a free banana and half an hour of downward dog during working hours. But as soon as the yoga mats are rolled up again and Slack starts pinging, the calm is gone and we’re back to sprint reviews and stress snacks.

Sound familiar? Of course. You’re not the only one.

In a razor-sharp askemo webinar, vitality expert Danciëlle Megens (Vita Journey) explains why most vitality programmes rarely lead to lasting change. And, more importantly, what actually works.

Wellbeing isn’t a fruit basket. It’s a foundation.

Many organisations fall into what Danciëlle calls the ‘blanks trap’: initiatives that look good but don’t touch the culture.

True vitality is about:

• Mental wellbeing — Do people feel safe, or are they walking on eggshells?
• Physical health — Is there space to recharge, or are people running on adrenaline?
• Social connection — Are there genuine connections or just LinkedIn smiles?
• Meaning — Does the work matter, or is it just a way to kill time?
• Leadership — Is there exemplary behaviour, or just a poster in the lift?

What goes wrong (and how you do things differently)

1. No strategy, no impact

An inspiring speaker. A walking challenge. All fun for a while. Until business as usual becomes the new reality again.

What does work?

✅ Give vitality a clear meaning within your organisation
✅ Link every action to the values and goals of your teams and organisation
✅ Embed it in how people work and lead

No hype. No one-off initiatives. But a choice, every single day..

2. Vitality is not an HR party

As long as vitality remains ‘an HR thing’, little will happen. This is everyone’s business, including board members who set a good example.

What does work?

✅ Make vitality a KPI for leadership
✅ Train managers to recognise the signs and act on them
✅ Let leaders set the example. Day in, day out.

If your cultural leaders don’t consider it important, nobody will.

3. Ask for it

Culture programmes only work if employees have a say. Don’t let your senior management decide what your frontline staff will do. Or vice versa. Without dialogue, it remains ‘a programme’. Not their programme.

What does work?

✅ Use tools like askemo to gather ideas
✅ Share the results with all participants
✅ Let teams choose for themselves what works for them

No assumptions. Just ask. And listen.

The 5-step model for lasting vitality

Danciëlle’s model helps you to truly embed vitality:

1. Give vitality a voice
   Create a shared language. Decide together what vitality means to you.
2. Embed it in your values
   Ensure that policy, HR and leadership promote that same language.
3. Measure what matters
   No annual questionnaire, but short, smart metrics. Continuous and accessible.
4. Make it tangible at every level
   Change not just individuals, but the way work is done and leadership is exercised.

Adjust course. Keep learning.

Well-being is not a project. It is a movement that requires reflection and adjustment.

Roel Schellekens
Founder of askemo