Eight things we run.
You pick the ones you need.
Nothing here is sold as a bundle. The survey decides which of these your teams get, and in what order.
Needs and interests survey
An anonymous survey of your staff, segmented by department, seniority and site, so the plan is built on your own data.
Health screening
Body composition on InBody, blood pressure, grip strength and movement screening, run on site. Individual results stay with the individual.
Office syndrome and ergonomics
Desk and workstation assessment with our physiotherapists, plus the practical drills that stop neck and lower back complaints recurring.
Executive leadership programmes
Private work with the C suite and senior leaders on energy, resilience, decision load and self leadership.
Workshops and keynotes
Half day and full day sessions on stress, sleep, energy management, nutrition and goal setting. Delivered in English or Thai.
Nutrition for shift and travel
Practical eating for client dinners, frequent flyers and staff on rotating shifts, built by our nutrition team.
Virtual programmes
The same content run live online for teams spread across several countries, with recordings for the time zones that cannot attend.
Reporting back to HR
Aggregated, anonymised findings for HR and finance: what the survey said, what was delivered, attendance, and what changed at the retest.
Coaches, physiotherapists and nutritionists all sit in one building on Soi Sukhumvit 23, so a programme does not need three suppliers.
Ask your people
first.
Then build it.
Most corporate programmes fail because somebody picked the topics in a meeting. The Needs and Interests Assessment is an anonymous survey that goes to your whole organisation before anything is scheduled. It asks what people are struggling with, what they would actually turn up to, and when.
The results come back segmented, so a programme for your sales floor is not the same as the one for the finance team or the leadership group. We have run this across tens of thousands of employee responses since 2002, and the gap between what leadership assumes and what staff report is consistently the most useful finding in the whole exercise.
Four steps,
in this order.
Consultation
A session with HR and leadership to understand the organisation, what has already been tried, and what the budget has to answer to.
Survey
The anonymous needs and interests survey goes out. Results are segmented by team, seniority and location.
Plan
A written plan scoped to the budget: which groups get what, in which format, over what period, and what gets measured.
Deliver and retest
Sessions run on site, off site or online, then the measurable parts are retested and reported back to HR and finance.
Three formats.
Often all three at once.
Regional clients usually run a mix: leadership on site in one city, the wider staff online, screening days at the office.
At your office
We bring the team and the equipment to you. Screening days, workshops, ergonomics walkarounds and leadership sessions in your own meeting rooms. Most common in Bangkok and for regional offices we travel to.
At the studio in Asok
Smaller groups and leadership cohorts come to Jasmine City on Soi Sukhumvit 23, where the gym floor, the clinic and the testing equipment are already set up.
Live online, several countries
Run live rather than pre recorded, so people can ask questions. Sessions are recorded for the time zones that cannot make it, and delivered in English or Thai.
Scoped,
not packaged.
There is no price list, and any supplier who gives you one before seeing your survey results is selling you their calendar rather than your programme. Cost is driven by four things: how many people are in scope, how many of the eight services you use, whether sessions run on site or online, and whether it is a one off or runs across the year.
The consultation and the proposal are free. You get a written scope with the cost broken down by component, so finance can see what each part buys. Nothing starts until that is signed off.
Three organisations,
in their words.
“Daniel delivers a unique highly energized yet practical concept of performance that is easy to understand and apply to all levels of the organisation. We decided to work with Fitcorp long term to deliver specific top level leadership training focused on resilience, energy management and ‘self leadership’. Highly recommended.”
“We have been working with Daniel and his team at Fitcorp to empower our leaders and teams. They helped develop a strategy to increase engagement and energy. We have never experienced such a powerful impact on our teams in such a short amount of time. The culture shift, focus and productivity is clear.”
“We hired Fitcorp to develop a strategic engagement plan and build new skills of self leadership for management team. The evidence of change in our team was immediate and has continued as a new standard of organisational success to support all levels of the company.”
The questions
HR asks
before anything else.
If yours is not here, call 080 188 4114 or send it through the contact page and you will get a straight answer rather than a brochure.
What is a corporate wellness programme?
A set of services an employer provides to keep staff healthy and working well: health screening, education sessions, ergonomics, coaching and follow up. A good one is built from what the organisation's own people report they need, and it reports back on what changed.
What does a programme cost per employee?
It depends on headcount, which services you use and whether delivery is on site or online, so we quote after the consultation rather than from a list. The consultation and the written proposal are free, and the proposal breaks the cost down by component.
Can it run on site, off site and virtually across several countries?
Yes, and most regional clients use all three. Leadership sessions tend to run in person, screening days happen at the office, and the wider staff programme runs live online so teams in different countries attend the same session.
Is individual health data shared with the employer?
No. Screening results belong to the individual. HR receives aggregated, anonymised findings only, and the needs and interests survey is anonymous by design, which is why people answer it honestly.
How many people can attend a session?
Workshops and keynotes scale to a full auditorium. Screening days and ergonomics assessments are one to one and run on a booked schedule through the day. Leadership cohorts are deliberately kept small.
We already run corporate training. How is this different?
Most training is chosen by a committee. This starts with an anonymous survey of your staff, and the plan is written against what comes back. The delivery is also clinical rather than motivational: physiotherapists, coaches and nutritionists, with measurements taken at the start and again at the end.
Do you deliver in Thai?
Yes. Sessions run in English or Thai, and the survey goes out in both. The coaching team also works in Dutch, Korean and Chinese.
Do you travel outside Bangkok?
Yes, for on site work across Thailand and the region. Travel is quoted separately and shown as its own line in the proposal.
How do you measure whether it worked?
By the things that can be measured: body composition and screening results at baseline and retest, attendance, and a repeat of the needs and interests survey at the end of the period. Those are reported to HR in aggregate. We do not put a currency figure on it unless you give us the internal numbers to calculate one from.
How quickly can a programme start?
The consultation can usually happen within a week. The survey runs for about two weeks to get a fair response rate, and delivery is normally scheduled from four to six weeks after the first conversation.
Start with
the survey.
One conversation with HR and leadership, then an anonymous survey of your own people. You will know what your teams actually want before you have spent anything.
Mon to Fri 7am to 8pm, Sat and Sun 8am to 4pm. Jasmine City, 3rd Floor, 2 Soi Sukhumvit 23, Asok, Bangkok 10110.
