DHL Express Canada wellness challenge with YuMuuv

DHL Express Canada Case Study: One Wellness Challenge for Couriers and Desk Teams

DHL Express Canada wanted a wellness program that would work for everyone – from couriers and warehouse staff who are on their feet all day to support and finance teams working in a hybrid setup. This case study shows how DHL Express Canada used YuMuuv to reignite its wellness culture, what happened and what both teams learned.

Table of Contents

At a Glance

  • Company: DHL Express Canada
  • Contact: Jason Luc, responsible for compensation, benefits and wellness strategy
  • Challenge: engage a mixed workforce of active and desk-based roles across locations
  • Timing: June, during DHL's Employee Celebration Month
  • Result: more cross-team interaction, conversations about wider wellness topics and positive overall feedback

Background

Jason Luc wanted to use technology to support DHL Express Canada's wellness initiatives. The workforce combines very active roles, such as couriers, with desk-based roles in support and finance, many working in a hybrid setup. The goal was a program that worked for all of them – encouraging movement and building a sense of unity between dispersed teams.

Goals

  • Create a common platform to encourage activity and engagement between teams.
  • Support health as a goal in its own right – from preventive health to living well with chronic conditions.
  • Give every employee, whatever their role or location, a fair chance to take part.

The challenge was first planned for the start of summer, but was moved to June to coincide with DHL's Employee Celebration Month.

Why DHL Chose YuMuuv

Jason had used other wellness apps that focused only on fitness-based challenges and felt limited by the lack of variety. YuMuuv stood out in his online search because of its range of functions and its ability to work across many devices.

How the Challenge Worked

DHL designed a challenge that went beyond counting steps. Different activities were converted into a common measure, so employees in very different jobs could compete on an even footing – whether they walked all day on a delivery route or fitted a workout around desk work.

Results

  • More cross-team connection: the challenge acted as a "social lubricant," as Jason put it, helping far-flung colleagues engage with each other.
  • Broader wellness conversations: beyond steps, the challenge started discussions about other areas of wellbeing.
  • Positive feedback: some participants felt the step target was ambitious, but overall feedback was positive.

Lessons Learned

1. Small Incentives Matter

"Offering small perks or adding extra motivational points, like an additional 2%, can make a big difference in overall participation," Jason said.

2. Communication Drives Engagement

"Initiating the challenge is just step one; it's the sustained and effective communication that really drives engagement," said Jakob Remmel, CEO of YuMuuv.

3. Aim for Habits, Not Just a Month of Excitement

"The goal is not just to excite people for a month; it's about instilling habits that last. That’s the real win," Jason said. A post-challenge survey can show whether the program had a lasting impact.

4. Different Teams, Different Styles

"We saw varying levels of participation across teams. For instance, our finance team opted for group walks, while warehouse employees were naturally more active. This shows the importance of customizing challenges to fit different team dynamics," Jason said.

5. A Charitable Angle Adds Purpose

"Adding a charitable angle can significantly boost morale. It adds a sense of purpose that goes beyond individual or team gains," Jason said. See how to run a charity challenge.

Feedback That Shaped the Product

DHL's suggestions included automated post-challenge surveys, charitable milestones and better in-app communication tools. Since then, YuMuuv has added features such as announcements to help organizers keep communication going throughout a challenge.

Conclusion

"The challenge was a journey where every step mattered, both for individual wellness and collective morale," Jason Luc summed up. Both DHL and YuMuuv saw the pilot as a stepping stone toward more impactful collaboration. "It's not just about constructing a program; it's about building a culture of well-being," Jakob Remmel added.

Key Takeaways for HR Teams

  1. Design for mixed workforces – convert different activities into one measure so desk and field roles compete fairly. See wellness for the workforce that doesn't sit at a desk.
  2. Time it with a company moment, such as an employee celebration month.
  3. Keep communicating after launch.
  4. Set realistic targets and check them against feedback.
  5. Measure habits with a post-challenge survey.

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