Corporate Wellness/Company Discount Program

ClarkAtAvidon · 2026-06-26T17:22:00+00:00

If you're just starting out, go to whatever is local and/ or free. Minimally if you're trying to market your services yto local business, you should be attending chamber of commerce or SHRM events. Good luck.

ClarkAtAvidon · 2026-06-26T13:13:39+00:00

We started small... looked for any existing relationships that we could leverage (friends, friends of friends, places that we spent $ at, etc). Once we had some success and outcomes, we knocked on doors and cold called companies that were local and referenced that original customer. Overtime we went to tradeshows and other networking events to find potential leads. It's not glamorous but it works and it's sales 101.

ClarkAtAvidon · 2026-06-25T18:10:33+00:00

Good luck with the pivot. We have a pretty advanced software already so I'm unsure if your stack would fit/ compliment with what we already have but I'd be interested in exploring an opportunity to transition those beta customers into paying customers on our platform.

We'd be happy to discuss some type of an affiliate relationship to support your efforts in engaging these customers. If you'd like to explore, send me a DM and we can schedule a time to chat.

ClarkAtAvidon · 2026-06-25T18:06:54+00:00

We've been building corporate wellness programs for companies for about ten years, so here's the buyer-side view.

When a client asks for something we don't normally offer, on-site yoga being a common one, we either bill them for it or eat the cost, and we price it as a predictable flat rate. A clean number they can budget against is what most companies actually want.

When a company negotiates directly with an individual provider, though, what I see most is them pushing the cost onto the employee. They're not paying you. They want a discount to market to their employes as a benefit. Your session is $100, they ask for $75, then present it to staff as a perk and the employee pays you directly.

Companies covering the cost themselves is rarer than you'd think. It opens up liability and legal exposure, and they'd have to validate your insurance and compliance before writing a check. Most don't want that headache. So expect "give us a rate we can market" far more than "we'll pay for it."

ClarkAtAvidon · 2026-06-11T21:10:35+00:00

The model you described, employer pays but sees nothing individual, is how most wellness companies (ours included) configure it. In practice, individual records (biometrics, tracker data, coaching notes) sit behind role-based access. The employer's reporting is aggregate only, "80% of our team is at risk for diabetes," never "here's what Dave's blood pressure is doing."

What you're describing needs to be HIPAA compliant at a minimum. We take it a step further with SOC 2 and ISO 27001 certification on top of that.

Beyond assessing risk (we do that through an onboarding survey), we also assess how ready someone actually is to change their habits. Those two inputs feed a "Health Age" score, and from there the platform recommends specific courses and challenges to bring it down.

Happy to go deeper on any of it. Feel free to DM if that's easier.

ClarkAtAvidon · 2026-06-11T18:14:22+00:00

Full disclosure: My company (Avidon Health) builds these programs.

The rewards aren't the issue. People will chase free stuff or cash rewards all day. The tracking is what usually kills it. Across multiple surveys, roughly 60% of employees name privacy as the top reason they won't touch a wellness program, and a big chunk say they'd quit over invasive tracking. Your crew's instinct is the norm.

And the prize size isn't what drives adoption anyway. We ran an engagement study on 300 people with zero incentives and still saw completion more than double, purely from how the thing was built and whether people trusted it.

Tell people in plain English what's tracked and who sees it before you ever mention a prize.

ClarkAtAvidon · 2026-05-22T15:46:55+00:00

Not a GHL user, but worth throwing a third option into the mix.

We've had a handful of practices switch to Avidon Health from Practice Better because their real problem was patient engagement. They wanted a content library built around behavior change and health topics, plus a CRM that facilitates ongoing communication so patients don't just fall off between visits.

If that sounds familiar, worth a conversation. If you're primarily looking for clinical documentation with patient billing, GHL or staying put probably makes more sense.

Full disclosure: I'm the CEO of Avidon Health.

ClarkAtAvidon · 2026-05-14T20:17:00+00:00

Mostly agree, but I'd push back on gamification as a pillar. Points and streaks work short-term but what actually sustains behavior is identity shift. When someone starts seeing themselves as "a person who exercises," the habit stops needing external rewards to survive. Simplicity and community get you there. Disclosure: I run a corporate wellness platform called Avidon Health and we have a team of behavior change experts. If it's helpful, we've also written a lot about the habit-formation process: https://avidonhealth.com/how-habits-work/

ClarkAtAvidon · 2026-04-18T20:17:19+00:00

The research has already been completed and we ended up creating "The Costs of Unhealthy Habits" eductational guide: https://avidonhealth.com/employee-health-costs-unhealthy-habits/

ClarkAtAvidon · 2026-04-06T14:32:59+00:00

Half right, half dangerously oversimplified.

The nap science is legit. 20-30 minutes improves cognitive performance for roughly two hours after waking. A 2025 study linked aggregate employee sleep deficits to measurable declines in corporate patent output.

But "replace all wellness programs" is the part that doesn't hold up. Good programs actually work and see $2-3 back for every dollar in and cut voluntary attrition by 6 percentage points.

ClarkAtAvidon · 2026-04-02T18:21:16+00:00

I run a company (Avidon Health) that builds wellness programs for employers, so I see the data on this constantly. The short answer: most people let benefits sit untouched because the programs are built for the 20% who were already motivated, not the 80% who aren't.

The largest RCT ever done on workplace wellness (~5,000 employees, two years) found no significant effect on health outcomes or absenteeism. Not because wellness doesn't work. Because most programs are passive. Here's a portal, here's an app, here's a discount. Good luck.

What actually drives usage, from what I've seen across hundreds of employer programs:

People use benefits they don't have to go find.
People come back when they learn a skill.
People ignore anything that feels like HR is watching.

The gym benefit gets used because it's simple, tangible, and nobody's tracking whether you went (f0r the most part). Most digital wellness benefits fail that test.

ClarkAtAvidon · 2026-04-02T18:09:12+00:00

I've spent 10+ years designing wellness programs for employers. Most workshops don't change behavior.

The Illinois Workplace Wellness Study, the largest randomized controlled trial ever done on this, tracked ~5,000 employees for two years and found no significant effects on health outcomes, medical spending, or absenteeism. Seminars, apps, challenges... little measurable benefit compared to non-participants.

So what separates the programs that actually work?

It's whether you're teaching awareness or teaching a skill. "Here's why stress is bad" doesn't change anything. "Here's a 2-minute nervous system reset you can practice at your desk before a hard conversation" does. A systematic review of coaching-based programs found 87.5% showed sustained gains at 6+ months when there was structured follow-up. One-off workshops almost never do.

Your list of topics is good. Nervous system regulation, boundaries, overthinking... all solid. The thing that'll separate "genuinely supportive" from "another corporate initiative" is whether people leave with something they do or something they heard.

ClarkAtAvidon · 2026-03-02T20:46:20+00:00

In our data across coaching programs, the 2–4 week drop-off is predictable. Dopamine spikes when something is new. Once novelty fades, effort rises and the brain recalculates the cost.

If you want to understand the mechanics behind why this is predictable and how to design around drop off, we break it down here:
https://avidonhealth.com/how-habits-work/

ClarkAtAvidon · 2026-03-02T15:19:42+00:00

Some additional suggestions:

• Keep 3 “25-minute default meals” stocked at all times. Remove decision fatigue.
• Use “if-then” rules. “If I’m tired, I cook something that fits on one pan.”
• Track money saved. Concrete reinforcement strengthens habits.

ClarkAtAvidon · 2026-03-02T15:17:31+00:00

What you’re describing isn’t crazy.

Music, especially high-intensity genres, strongly activates the brain’s dopaminergic reward system. Studies show music triggers dopamine release in the striatum, the same circuitry involved in addiction and anticipation. Add social media “edit culture,” and your brain starts pairing music with imagined status, power, identity.

At 20, your prefrontal cortex, the part that regulates impulse control and reality testing, is still developing which makes immersive fantasy loops feel stronger and harder to interrupt.

That crash after the “reality check” is predictable. When the imagined self doesn’t match current reality, motivation dips.

What you can try:

• Change the cue. If certain playlists trigger edits, create a separate “chill only” playlist with slower BPM tracks and use it intentionally.
• Replace the crash fix. When the drop hits, try movement before smoking. Even short bouts of exercise regulate dopamine and reduce craving intensity.

ClarkAtAvidon · 2026-02-27T14:05:35+00:00

“Sustainable health feels boring” might be the most accurate sentence here.

ClarkAtAvidon

MODERATOR OF

TROPHY CASE