Lessons from Linn County: How to support wellbeing with a diverse workforce

In our recent Navigate client community webinar, we had the privilege of being joined by Lisa Powell, HR Director for Linn County, Iowa. Lisa's 19-year journey with the county offers valuable insights into tackling rising healthcare costs while improving employee wellbeing among a diverse workforce.  

Moderated by Navigate’s Vice President of marketing, Brooke Ossenkop, the conversation also brought together expert voices: Navigate’s Strategic Wellbeing Advisor, Matt Percia, and Dr. Jennifer Musick, Vice President of Navigate Health Coaching.

Here are the biggest takeaways: 

Start small, stay strategic

Lisa shared the evolution of Linn County’s wellness program over the past 19 years. Her advice? Don’t try to fix everything at once. Start with one key area and then build upon it. Measured, data-informed steps are more sustainable than sweeping changes. Lisa states, “An effective, outcome-based program is not built overnight... Don’t try to accomplish everything at once.” 

Her experience is a reminder that real progress comes from consistency, not quick wins. By focusing on what matters most and scaling intentionally, organizations can build programs that last. 

The importance of strategic messaging

Linn County faces a unique set of challenges due to the diverse nature of its workforce and the vast array of services the county provides. This diversity is evident in the county's operations, which include law enforcement, corrections facilities, public health, safety, and social services.

As Lisa notes, "We have to think about how we get our message out to all of those different employees and enable them to engage with the wellness program." The varied nature of the work means that wellness and healthcare initiatives need to be tailored to fit the needs of each department. For instance, the needs of a health inspector will be vastly different than the needs of a deputy sheriff.  

Personalized messaging can be just as important as personalized programming. Linn County’s team adapted how they communicate across departments, recognizing that timing, tone, and delivery need to match each group’s reality.  

Meeting people where they are isn’t just about what you offer, it’s also about how you reach them, which brings us to our next key takeaway. 

Meet people where they are

At Linn County, coaching has become one of the most valued components of their wellbeing strategy. What started as a targeted service for high-risk individuals has grown into a broader offering due to high demand. As more employees experienced the value of one-on-one coaching, many requested to continue even after their risk level dropped below the original eligibility criteria. That shift wasn’t just anecdotal; participation spiked when the county allowed coaching as an alternative to point tracking, proving that when people are given meaningful choices, they show up.

Dr. Jennifer Musick emphasized that Navigate’s coaching model isn’t a rigid curriculum. It’s a personalized experience built around each participant’s unique needs and goals. Rather than telling employees what to do, coaches work to understand where each person is starting from, what’s getting in their way, and how they define success. It’s a process grounded in curiosity, trust, and accountability. "Our coaching really is participant-driven and coach-supported," said Musick. "We’re not here to prescribe, we’re here to help people explore what’s possible for their health and support them in getting there." 

That flexibility is especially valuable for employees managing chronic conditions, working through stress, or simply trying to make meaningful change amid busy lives. As Brooke reflected during the session, “There’s so much value in meeting people where they are and supporting them throughout their entire journey.”  

Health coaches provide support through setbacks, help participants reset their goals when needed, and focus on progress rather than perfection. At Linn County, the coaching relationship has become more than just a health benefit; it’s a trusted part of employees' lives. 

Holistic wellbeing is the real goal

Linn County’s wellbeing strategy evolved beyond the traditional focus on physical health to embrace a broader, more inclusive view of wellbeing. Recognizing that not every employee is motivated by fitness or nutrition goals, the program expanded to include eight pillars of wellbeing, including balance, community, mindfulness, and purpose. This shift allowed more employees to find a personal entry point into the program, whether they were facing financial stress, struggling with emotional resilience, or simply looking to improve their overall quality of life. 

As Matt Percia explained, the goal is not just to promote health behaviors but to support the full employee experience. “It’s not just about rewarding health activities—it’s about rewarding the things that make work and life better, for the employee and their colleagues,” he said. Embedding wellbeing into the organizational culture through flexible program design and values-aligned incentives helps ensure lasting engagement and deeper impact. This holistic approach reflects the reality that wellbeing looks different for everyone and must be supported accordingly. 

Prioritizing mental health

Recognizing the growing emotional toll on their workforce, particularly in high-stress roles like law enforcement, the county implemented annual mental health check-ins for deputies, detention officers, and dispatchers. While there was initial hesitation regarding confidentiality and job security, Lisa emphasized the importance of transparent communication and reassurance to build trust. “They were worried... What if I'm not currently fit for my job? What does that look like? Am I going to get fired?” she recalled. “But we were able to explain... nothing’s going to get shared with the sheriff at all, unless there’s a danger to yourself or others.” The program saw strong participation, thanks in part to additional wellness incentives and a growing cultural shift toward prioritizing mental wellness.

Beyond law enforcement, Linn County established a “Make It OK” committee staffed by representatives from across departments to reduce the stigma around mental health conversations in the workplace, drive ongoing mental health conversations, and collect feedback through regular surveys. The committee’s focus includes identifying resource gaps, improving communication, and expanding awareness of services beyond traditional EAP offerings.  

As Dr. Jennifer Musick noted, the key is shifting the narrative around mental health: “Mental health really does include mental illness, but also mental wellness... The larger part of your population is really struggling with things like resiliency, relationships, communication, feeling isolated or lonely.” Supporting those needs takes more than clinical care. It requires a comprehensive approach that emphasizes mental wellbeing as an integral part of daily life, not just when things reach a crisis point. 

Incentives work, but culture keeps people engaged

While financial rewards and point systems can spark initial participation, long-term engagement is driven by something deeper: culture. Matt Percia emphasized the importance of aligning wellness initiatives with organizational values, such as social connection, community involvement, and purpose.

“It’s not just about rewarding health activities—it’s about rewarding the things that make work and life better, for the employee and their colleagues,” he explained. Brooke Ossenkop echoed this idea, noting the value of “supporting them [employees] throughout their entire journey, whatever that journey is specifically for them.” When wellbeing becomes part of how people experience their workplace, not just an annual requirement, it becomes considerably more effective. 

Lessons worth carrying forward

What Linn County’s story makes clear is that effective wellbeing strategies aren’t about chasing trends or metrics. They’re about listening to people, building trust, and making room for different experiences across a workforce. The most impactful programs aren’t those that push a single solution, but those that offer flexibility, relevance, and support at every stage of someone’s journey. From personalized coaching to holistic wellbeing, to honest conversations about mental health, every step was intentional, measured, and informed by employee feedback.

We’re proud to be Linn County’s wellbeing partner for over 19 years, and we look forward to celebrating the continued success of our partnership in the years to come.  

Want to learn more about how Navigate and Linn County worked together to transform the wellbeing of over 800 program participants. Watch the full conversation →