Well-being at Work Strategies for Outdoor Employers with Lindsay Simpson
- VOBA
- 19 hours ago
- 2 min read
As part of the Vermont Outdoor Business Alliance’s Summer Networking event on August 19, 2026, Lindsay Simpson, Director of Well-being at The Richards Group, an IMA Company, shared practical strategies for supporting employee well-being in the outdoor industry.
When we talk about employee wellness, you may wonder if this is something only large employers can afford as a benefit. However, true support for employee well-being is born from the daily culture: how leaders show up and whether people can get help before a small well-being issue becomes a crisis. Let’s talk about simple, tangible strategies that employers in the outdoor industry can implement on a tight budget for any type of worker.
1. Model wellness from the top
Culture starts with what leaders normalize. When leaders model taking breaks, using time off, checking in after intense shifts, and collaborative problem-solving; employees experience this as implicit permission and support to take care of themselves.
2. Make primary and preventive care easier to attain
Many employees report they don’t get regular healthcare because of barriers such as time off, they can’t find a provider, or worry about costs. Employers can break through these access barriers by sharing information about local care options, encouraging use of free preventive care including cancer screening. Make schedules flexible for appointments, and explain benefits in plain language. Even if you cannot offer a health insurance package, you can reduce friction and help people know where to go for care.
3. Treat mental health as part of safety
In outdoor, hospitality, retail and seasonal work, employees may face long days, weather, customer pressure, or financial stress. Mental health support can start with manager training, free crisis resources (e.g. 988 Lifeline), and respect for days off. Encourage teams by demonstrating that it’s ok to ask for help – better yet make it known this is the caring thing to do for people and business. Consider Mental Health First Aid training for leaders; there may be free resources to pay for this training. An Employee Assistance Program (EAP) can also be a great, low-cost benefit.
4. Support financial wellbeing in concrete ways
Financial stress shows up at work as employee distraction, turnover, and burnout. Small employers can help by being transparent about schedules and pay, giving as much advance notice as possible for shift changes, and connecting employees to local financial counseling or tax resources. You may also be offering other financial boosts like gear stipends, transportation assistance, or loans for emergency funds.
Closing
My encouragement is this: be a leader for well-being. Make health care information available and prioritize time off, offer resources for mental health support and financial wellbeing. Wellness becomes culture when employees consistently experience that their health is fundamental to the success of their outdoor-industry organization.
About Lindsay Simpson
Lindsay Simpson is Director of Well-being at The Richards Group, an IMA Company. Lindsay was part of VOBA’s Summer Networking event on August 19, 2026, where she shared these strategies for supporting employee well-being.
For more information, contact Lindsay Simpson:
Comments