Resources
Chill 2.0
From Wellness Initiatives to a Culture of Care
How Wunsupona helped Ingleside turn employee wellness into an accessible, organization-wide strategy designed to support engagement, resilience and the people behind exceptional care.
Date:
March 2026
What We Did
At Ingleside, caring for people is at the heart of the work. But supporting residents and families every day also means employees are working in roles that can be physically, mentally and emotionally demanding.
Ingleside wanted employee wellness to be more than an occasional event, catered lunch or one-time perk. They wanted to create something meaningful and sustainable. An actual wellness strategy that could reach employees across different roles, schedules and locations.
That meant thinking beyond what wellness activities can we offer? and asking a bigger question:
How can wellness become part of the employee experience itself?
Our Approach
Our partnership with Ingleside began with a leadership workshop, but we quickly saw an opportunity to think bigger.
We started by listening.
Through employee needs assessment feedback, we gained a clearer understanding of what employees actually needed and where wellness could have the greatest impact. From there, we worked alongside Ingleside to build Ingleside Cares, an integrated wellness program designed to make support practical, approachable and accessible throughout the organization.
Rather than asking employees to fit wellness into an already busy workday, we looked for ways to bring wellness to them.
Why We Chose What We Chose
Not every employee works behind a desk or has the flexibility to attend a scheduled wellness event.
Wellness on Wheels was designed to remove that barrier by bringing engaging wellness experiences directly to employees where they work. Accessibility drives participation. Wellness becomes far more meaningful when employees can actually experience it.
Wellness from Day 1. We helped incorporate wellness into new employee orientation so employees are introduced to Ingleside’s commitment to their well-being from the beginning. This positions wellness as part of the culture and not simply a benefit employees discover later.
15-minute Virtual Wellness instead of long workshops that aren’t always realistic for busy teams. So, we created short educational wellness content employees could engage with more easily. Small, practical learning moments make wellness easier to incorporate into everyday life without creating another demand on employees’ time.
Bringing wellness higher up. Wellness was also intentionally brought into senior leadership meetings. Sustainable culture change can’t live solely with employees or HR. When leaders participate in and prioritize well-being, it reinforces that wellness is an organizational value.
The
Outcome
Together, Ingleside and Wunsupona moved wellness from a collection of individual initiatives toward a more proactive, integrated employee experience.
The result is a strategy designed to:
- Make wellness accessible across roles and locations
- Support employee morale and engagement
- Build resilience and help reduce burnout
- Create greater alignment between leadership and employees
- Reinforce a culture where employees feel valued and supported
- Ultimately support the exceptional care employees provide every day
For Ingleside, employee wellness isn’t separate from the mission. Supporting the people who provide the care helps strengthen the care itself.
Related Studies
Case study headline goes here...
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros.
NEW
Case study headline goes here...
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros.
NEW
Case study headline goes here...
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros.