Is it possible to stretch your company’s healthcare investment dollars by more than 300% and significantly slash absenteeism? Can you position your corporate culture as incredibly irresistible to top talent? Researchers at Harvard University say yes. All you have to do is put emphasis on employee wellness.

Of course, therein lies the problem: Far too many organizations aren’t swallowing this solution to unhealthy, unproductive, unhappy workforces. They might realize how important these types of in-house health initiatives are, but knowing what they need to do and actually doing it are two entirely different things.

To keep current personnel on board, not to mention create a magnetic atmosphere that draws superstars, businesses need to refocus their wellness efforts. Otherwise, they’re going to have to settle for the “D team.”

Emerging workers demand healthy work cultures

As the largest cohort of workers, Millennials have collectively driven the push for stronger work-life balance; unsurprisingly, Generation Z is following in their footsteps. When it comes to looking for a place of work, around 60% of Millennial research participants told Gallup they’re actively seeking new employment — yet they’re not unflinchingly fickle. Case in point, if they find the right workplace, they’ll stay put rather than keep moving. In essence, their loyalty is directly linked to workplace culture.

Glassdoor survey results also show that more than three-quarters of people peruse job descriptions looking not only for nuts-and-bolts information, but also what makes the culture unique. For instance, companies that are team-focused and include employees in decision-making appeal to Millennials and Generation Zers; consequently, they have lower turnover, all other things considered. The sense of inclusiveness proves attractive, allowing employees to feel like they have a greater impact on the company’s success.

Ultimately, robust, innovative health and wellness programs can set even a young startup apart from the pack, encouraging higher-quality candidates to apply for roles. Yet you needn’t break the bank or go overboard to strategically develop unparalleled initiatives. Starting small often produces amazing results if you’re willing to take a few steps:

1. Ask what employees want.

Developing a health program? Go to the individuals most impacted. Host mini Q&A sessions to see what everyone would appreciate in health and wellness benefits. Maybe they want healthy snacks for the office. Or perhaps they’d absolutely love weekly yoga classes in the break room. When you ask employees what they want, you don’t have to lean on guesswork, which can often lead you astray. At the same time, have a chat with your C-suite executives to see what business goals they want all health programs to match up with.

2. Outline potential wellness program components.

After gathering information, put together a list of pros and cons for each initiative component, including anticipated investment dollars. Use these findings to create a variety of employee package options based on relevancy. One-size-fits-all approaches rarely work for all employees and recruits; offering budget-friendly smart selections allows workers to create the right recipes for their success.

3. Help your employees design their wellness programs.

In addition to leading your team members to health initiative packages, provide them with suggestions for improved personal choices. For instance, food is a powerful workplace motivator (healthy office snacks can encourage employees to keep pushing past the 2:30 slump), but it’s also a necessity. Generate a map of nearby eateries with healthy options, and keep it on a shared drive. Little measures like this can make it fun for workers to try new tastes and make better meal and snack decisions.

4. Make health initiatives enjoyable and exciting.

Think wellness has to be dull and boring? Come at it from a fun perspective. Encourage walking meetings to boost creativity. Pursue gamification ideas to turn your wellness program into a competition. Give out prizes when employees hit wellness milestones. The more enjoyable the experience is, the more likely it will change your culture for the better.

5. Move into a mentality of work-life integration.

Why does Google offer free meals that taste great and aren’t typical vending machine fare? The behemoth wants its people to love working, even if they have to stay for long hours. Take the long view when it comes to healthy snacks for the office. What will keep your tribe fueled and motivated? How will you ensure team members are focused on their tasks and not dreaming of the moment they can leave the building?

For most people, the office is a second home. Be sure it’s one where workers’ wellness is a priority. Not only will this benefit your bottom line, but it will also foster a tighter-knit group with lowered “emerging star” losses and higher-quality incoming job candidates.