Why summer wellness matters.
When summer arrives, so do longer hours, rising temperatures and busy days for cooperative employees. From scouting fields to fueling tanks, the work can be physically demanding, making it all the more important for leaders to invest in health and wellness initiatives that keep teams strong and focused.
As leaders, it’s easy to get caught up in productivity goals and performance metrics. But the numbers tell a clear story: employee wellness—both physical and mental—pays off. According to the CDC, companies that support wellness programs report up to a 25% decrease in absenteeism and an 11% increase in productivity among physically active employees.
And in a season when heat, exhaustion and stress can take a toll, summer also presents a window of opportunity. Longer days and more daylight hours give employees a chance to focus on building better habits they can carry into colder months when motivation tends to dip. If we want healthy employees in January, we should start in June.
AMONG PHYSICALLY ACTIVE EMPLOYEES:
11% INCREASE IN PRODUCTIVITY
25% DECREASE IN ABSENTEEISM
WELLNESS IMPACTS EVERYTHING
Employees who feel their best perform better. They’re more alert on the road, safer on the job and less likely to miss work. And the benefits extend beyond physical health. Stress, anxiety and burnout don’t take the summer off. More than 60% of employees report feeling emotionally fatigued during peak seasons. Supporting mental wellness helps your team stay sharp, make better decisions and reduce preventable safety issues.
It’s not about expensive programs or top-down mandates. It’s about building a culture where health is seen as part of the job, not a perk. That starts with practical actions and consistent communication.
Creating a culture of wellness doesn’t require a program overhaul. Start with simple, seasonal tools that your team can actually use—especially during busy stretches when energy and time are in short supply. Think of it as a summer health toolkit, built for the realities of cooperative work.
- Hydration is fuel. Encourage employees to drink water early
and often—not just when they’re already sweating. Make water and electrolyte packets available at
loadout points or break areas. Remind team leads to model good hydration habits themselves. - Take five. Quick breaks in the shade help prevent heat stress and mental fog. Even short pauses improve focus and help prevent accidents. Don’t underestimate the power of a five-minute reset in hot weather.
- Dress smart. Lightweight, breathable clothing in light colors can reduce fatigue and sun exposure. Consider branded sun gear that protects workers while reinforcing your co-op’s identity.
- Move with intention. While many jobs are physical, they’re not always physically balanced. Encourage basic stretches or movement routines before or after shifts to support back, knee and shoulder health—areas often stressed by repetitive tasks.
- Mental check-ins matter. Remind team leads to regularly ask how their crew is doing, not just what they’re doing. Short check-ins can reveal signs of burnout or fatigue before they escalate, and they help build trust.
FRESH FOOD, FRESH THINKING
Summer is also the best time of year to eat well—and that doesn’t have to mean meal plans or calorie counters. Encourage employees to visit local farmers’ markets or share produce from their gardens. Even something as simple as swapping garden tomatoes or cucumbers during breaks can spark positive conversations and healthier eating habits.
Some businesses have taken this a step further by planting small employee gardens, whether at one of your cooperative locations or in nearby community plots. A few raised beds and a handful of volunteers can yield more than fresh veggies: it creates shared ownership, stress relief and a break from screen time or indoor work. It’s also a low-cost way to bring departments together without planning a big event.
Whether you plant a few tomato vines behind the office or post the farmers’ market schedule in the breakroom, seasonal produce is a simple way to reinforce wellness without adding workload.
HELP EMPLOYEES USE WHAT THEY’VE GOT
Health benefits only work if employees know how to use them. Nearly 40% of workers say they don’t fully understand their benefits. That’s lost value—for them and for your organization.
HR and leadership can bridge that gap by actively promoting what’s available in ways that don’t overwhelm or confuse. Consider these simple tactics:
- Send a summer benefits refresher via email or bulletin boards, highlighting seasonal wellness tips and covered services like annual physicals or lab work.
- Use short-form communication tools like group texts, internal messaging apps or paycheck inserts to push out bite-sized benefit reminders.
- Focus on relevance. Instead of broad overviews, highlight real-life examples: “Did you know annual wellness visits are covered under your plan?” or “Mental health support is included—here’s where to start.”
If your co-op is spread across multiple locations, even a simple internal message that walks through key benefits can help. You don’t need to host a seminar to make benefits feel accessible.
LEAD BY EXAMPLE
Wellness efforts gain traction when leaders lead by example. When managers are regularly seen taking hydration breaks, stretching or choosing healthy snacks, it sends a clear message that these habits matter, not as rules, but as a shared commitment to staying strong on the job. And if you encourage time off to recharge, be open about taking time yourself—it shows employees that well-being is truly valued at every level.
Leadership sets the tone. Culture doesn’t change with a single initiative—it grows through small, consistent actions that show health and safety are priorities, not checkboxes.
As summer ramps up, so does the pressure on your teams. Helping employees make better choices is about more than avoiding heatstroke or tweaking benefits. It’s about investing in your people—building habits and awareness now that can help them stay strong when winter rolls around.
Wellness isn’t just a line item. It’s a strategic investment, and it starts with showing your team that their well-being matters—not just for what they can do, but for who they are.