LAURA@BYWAYOFGREY.COM

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CORPORATE WELLBEING STRATEGY

This Isn't A Wellness Perk. It's Performance Strategy.

Your best people are high-performing and quietly burning out. The cost shows up everywhere: disengagement, attrition, stalled culture. It's not a perks problem. It's a systems problem, and it's solvable at the root.

People want to be treated as human beings, not human capital.

THE PROBLEM

Wellness Theater Isn't A Strategy.

Most corporate wellness programs are built to check a box. A yoga class on a Tuesday, an EAP nobody uses, and a Slack channel called #wellness that's been dead since March.

Meanwhile, your best people are burning out quietly. Your managers are overextended. Turnover is expensive, and you already know it. You just don't have the data to prove it to leadership or a clear path to fix it.

THE METHODOLOGY

We Don't Guess. We Diagnose.

Before we recommend a single workshop or program, we understand what's actually happening inside your organization. Real change requires real data.

This is what separates a wellbeing strategy from wellness theater.

TIERS OF ENGAGEMENT

Choose How Deep We Go.

Every engagement starts with the audit. All tiers are built on real organizational data. Never assumptions, never a curriculum off a shelf.

STANDALONE + ADD-ON

Not Every Organization Needs A Full Engagement To Start.

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1:1 Health & Wellness Coaching For Leadership & Management 
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Keynote / Speaking: leadership summits, all-hands, ERG programming. 
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Workshop, single session: signature or fully custom. 
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Workshop series (3–6): for a team, cohort, or org-wide initiative. 
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Small group coaching cohort: behavior change in a community container. 
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Transitional support (Severance Coaching): helps departing people land well; protects your brand. 

WHAT  HR  LEADERS  ASK

The Questions Before The Call.

EAPs are reactive — they address crisis-level mental health after the fact. By Way of Grey works upstream, preventing the burnout that drives EAP utilization in the first place.
Because most wellness programming starts with the solution and skips the diagnosis. We start with your data. Every workshop, coaching program, and communication strategy is built from your audit findings — not pulled from a generic catalog.
Our primary range is 50–500 employees for Tiers 1 and 2. The Fractional CWO model is well-suited for organizations of 100–2,000 employees.
The audit exists partly for this reason. When we complete the Organizational Wellness Audit, you walk away with data, a gap analysis, and a prioritized recommendation roadmap — all of which are designed to be presented to leadership.
Turnover costs between 50–200% of an employee's annual salary depending on role and level. A 10% reduction in regrettable attrition at a 200-person company typically generates six figures in retained value — often paying for the entire engagement in one cycle.

WHAT CLIENTS SAY

Ready To See What's Actually Driving Burnout?

The Organizational Wellness Audit is the lowest-risk, highest-clarity starting point. You leave with your own data, a gap analysis, and a 90-day roadmap. Whether you continue with us or not.