For the past decade, health and wellness coach Lucy DelSarto has been the driving force behind TVH’s successful and multi-award winning NUDGE Health & Wellness program.

With her contagious enthusiasm, fuelled by the belief that small, daily choices matter, Lucy has become a powerhouse in the world of corporate wellness, delivering real-world outcomes that change lives for the better.

In her conversation with Forkliftaction, Lucy talks about her journey in corporate wellness and shares practical steps that any company can take to build a healthier, happier and ultimately more productive workforce.

RC: You started out as a professional athlete and coach. What drew you into the corporate world and what do you love most about the work you do there?

LD: My entire life has been focused on being active. My goal is to be the best that I can be, while helping others do the same. When I retired from the Women’s Pro Tour for the sport of racquetball, I saw an incredible opportunity to help both employees and employers be healthier and happier in life by sharing and coaching my TCOY Wellness Philosophy and Program. 

TCOY is an acronym for “Take Care of You”.  Wellness is not a one-and-done, it’s a lifestyle. 

A full-time employee spends a large percentage of the day at work, making this an excellent place to learn and incorporate wellness habits, aided by a support group of co-workers to encourage each other.  

As a coach, I’m able to see beyond the current situation. I see the “what if” of a life-changing experience for anyone who chooses to join me on the journey. It is incredibly rewarding playing a role in a mindset shift towards healthier living through my encouragement, coaching and resources.  

Wellness is easy to do, but it’s also easy not to do. It comes down to daily choices.

RC: Beyond the PR optics, why do tangible health and wellbeing practices matter for both employees and the company, and why are they especially critical in the materials handling industry?

LD: Whether an employee works in the office, warehouse, or out in the field, each job requires the whole person to be mindful and take “micro breaks”.  

When a company embraces the importance of these breaks, the culture improves dramatically. 

Safety is always important in the workplace, but I believe we should take it to the next level to include connection and better working conditions. 

For example, a few minutes of stretching, at the start of shift or to break up the day, not only provides physical benefits but psychological and social benefits too. 

Every BODY benefits from stretching as it gets the blood circulating, increases range of motion and reboots the mind, body and spirit. 

What if instead of saying “I have to…” we started saying “I get to …”?  

Take a break. Take a walk. Stretch. Allow your mind and body to reboot. In doing so, you will have more energy and better focus.

RC: One of your health and wellbeing mantras is DCM = Daily Choices Matter. Can you share a story where a small daily choice led to a profound long-term change for an employee?

LD: Every quarter TVH has a 4-week Step Challenge. Over 28 days, the goal is to be intentional with your movement. A successful challenge requires an average minimum of 8,000 daily steps.  

First-time participants are provided with a GARMIN (digital GPS device) wearable, which they get to keep at no cost on achieving a successful challenge. 

I remember an employee who wanted to participate but was concerned that he wouldn’t get enough steps in. He noted he had a desk job, was middle-aged and sedentary. I encouraged him to join the challenge and take it day by day. 

Throughout the challenge I would check in with him, providing support and suggestions. He took the challenge seriously as he truly wanted to improve his health by being more active and walking was a perfect starting point.  

At the end of the challenge, he came to me, smiling from ear to ear, to show me his 4-week report. “I did it and more, look!”  

He had an average of over 9,400 daily steps. 

“Thank you so much. I needed this Nudge Challenge to prove to myself I can do it, and with your help, I’m now committed to making this part of my lifestyle.” 

Indeed, the Daily Choices Matter mantra proves it into reality.

RC: The TVH NUDGE Health & Wellness program, recognised at the Platinum level by Healthy KC (KC Chamber) for multiple years, stands out as a leader in its field. What makes this program unique, and how does it continue to adapt to the evolving needs of today’s corporate environment?

LD: The NUDGE program is very diversified in its offerings. I continue to keep my finger on the pulse (so to speak) of what is needed, and I continue to add to it.  

For example, the walking challenges and blood drives are staples in the program; yet growth is always needed as some employees may never do either of these things.  

In recent years, I’ve added an on-site garden club at several locations. Now over 60 employees participate in the garden club and our garden challenge.  

In recent years, I’ve brought dozens of vendors in for an on-site Farmers Market and Craft Fair at midday for both the first and second shift to participate in. 

I should also mention having a Dog Trainer come in to do a Dog Show with two of her award-winning canines.

RC: What are some initiatives you have started at TVH that have had a marked impact on employees, despite seeming unconventional at first?

LD: Working full-time can require the juggling of to-do lists. One less thing to juggle decreases stress, so it definitely falls into the health and wellness category.  

Back in 2023, I proposed having oil changes by a local car dealership done on-site at a discounted rate.  The idea turned heads but eventually came to fruition.  Employees can now schedule an oil change with wheel rotations on-site, carried out by a mobile unit several days a week in a designated area in our parking lot.  

RC: It’s often said that in materials handling operations, safety culture needs to come from the top down. Can the same be said for health and wellness culture?

LD: The former CEO, Els Thermote, hired me back in 2015. She was not only a visionary who wanted a strong wellness program, but she was also a role model, an executive who took an active approach to living a healthy lifestyle.  

When we came together it was magical. During one of my NUDGE 1-Day Challenges, employees around the world were encouraged to PLANK. It could be for a few seconds or minutes, just hit the floor and give it your best.  Els not only participated but she rocked it! She took first place by holding a perfect plank for over 12 minutes! Priceless leadership.

RC: Can you share five simple actions that you feel would have a big impact on the health and wellbeing of employees, even in a company with limited resources?

LD: Wellness often costs very little, but the mindset and habits are the challenge. I recommend a few simple things to get started:

1. Make sure you have filtered water stations available at convenient locations. Water is key to good health, and many are dehydrated, which causes a large number of health issues.  
   
   
2. Provide walking paths or treadmill desks. Sitting causes a lot of back, hip and joint issues, so providing ways to move is good. Personally, I’m either standing or sitting on a stability ball. 
   
   
3. Break room food: TVH has a Fruit Day every Wednesday in which fruit is put in the break rooms (bananas, apples, oranges, that’s it! A mini fruit bar). Refrain from providing sugar fixes like donuts, cookies and such. Instead, encourage healthier snacks. 
   
   

1. Micro Breaks: encourage breaks, stretching, standing in office meetings or walking meetings. If you want to really keep meetings short and to the point, try plank or wall sit meetings! 
   
   
2. Find and work with a consultant in the wellness industry to guide you. 

RC: I am handing you a magic wand. What are three deadly sins that you would eliminate from corporate health and wellbeing programs, and how do these mistakes cause harm in practice?

LD: When it comes to corporate health and wellbeing programs, it’s all about understanding ROI – what works and the associated costs.  

• Health Fairs, in my opinion, are a thing of the past and rarely accomplish any changes in behaviour. 
  
  
• Relying on Employee Assistance Programs (EAP) or Insurance Programs to engage employees. They are a tool in the toolbox but are rarely used by employees (the stats were given to me by an insurance broker).  
  
  
• Assuming you know what employees want is another pathway that can lead to little or no engagement. Do a survey, listen, engage with a consultant who has a proven track record and take action. 

If you think the cost of wellness is expensive, look at the cost of not being proactive in addressing it. A company’s biggest asset is its employees and happy, healthy employees will always do more than expected.  

Be well and TCOY (take care of you)…for the health of it! - Coach Lucy