Case Study
How NEBAT and Wellness360 built a culture of wellbeing
About
National Exchange Bank & Trust is an independent, community-focused financial institution providing commercial, consumer, and municipal banking services across Southeast Wisconsin, with a long-standing commitment to relationship-based service and local growth.
HQ
Fond du Lac, WI
Industry
Banking / Financial Services
Company Size
Mid-market (200+)
SUMMARY
National Exchange Bank & Trust partnered with Wellness360 to turn a 12‑month wellbeing roadmap into a scalable digital program, gaining a dedicated “go‑to” account manager, simplifying multi‑campaign rewards administration, and creating a structured launch that makes wellness easier to deliver across its banking workforce.
Our Wellness360 account manager has been helping us through all the implementation and setup, and she’ll even be on our employee webinars doing the live demo. She’s really become our go‑to person for anything we need.
Brooke Haen
Wellbeing Lead, NEBAT
NEBAT Transforms a Wellness Vision into a Bank‑Wide Program
When Brooke Haen, Wellbeing Leader at National Exchange Bank & Trust, reviewed the bank’s approach to wellness, she saw the chance to replace scattered efforts with a structured, year‑round program. NEBAT wanted something that reflected its culture, supported different employee groups, and was realistic for a lean HR and benefits team to manage. The aim was to move from “we have wellness benefits” to “we run a clear, engaging wellness program that people can actually follow.” Partnering with Wellness360 turned that vision into a practical, bank‑wide experience.
Strategic Setup
We began by understanding NEBAT’s benefits calendar, communication patterns, and prior wellness initiatives. Those conversations fed into a focused implementation plan that moved from design to launch over a few months. Together, we translated NEBAT’s 12‑month wellness plan into specific structures on the platform: how eligibility would be handled from HR data, how rewards would differ for health‑plan employees, non‑health‑plan employees, and spouses, and how campaigns would be sequenced so employees experienced a steady rhythm instead of sporadic pushes.
Configuration focused on building a foundation the internal team could own. Eligibility feeds were set up to minimize manual work and keep the population current automatically. Rewards campaigns were defined so each group clearly understood how to earn and redeem incentives. At the same time, we worked with NEBAT to turn broad wellness themes into concrete challenges and communications, ensuring that each quarter had a clear focus and logical progression.
Launching with Confidence
Admin readiness was treated as a core requirement. Before inviting employees, NEBAT’s wellness and benefits team received hands‑on training in the admin tools. They practiced adding and updating users, creating challenges, checking progress, and running reports they could share with leaders. That investment meant questions could be resolved quickly inside the organization instead of stalling on basic configuration issues.
The January employee launch was designed to be simple and reassuring. NEBAT hosted an all‑employee webinar, and we walked through the live experience with Brooke. Employees saw how to register, where to find challenges, how points and rewards worked, and what timelines mattered. They could ask practical questions about navigation and expectations. That early clarity helped reduce confusion and encouraged staff to log in and explore rather than ignore the invitation.
Handling Real‑World Change
One of the most significant changes in the new program was shifting from on‑site biometric screenings to a Primary Care Physician form submitted through the platform. Because this represented a new process for many people, we supported NEBAT in building clear instructions into admin training and employee communications. Employees were shown where to find the form, which fields would auto‑populate from existing data, and how much time they should plan for completion.
NEBAT also wanted to add custom Health Risk Assessment questions that reflected its specific priorities. Together, we chose a phased approach: start with a standard HRA for launch, then layer in custom questions once the supporting functionality and communication plan were ready. That balance allowed the program to start on time while still moving toward a more tailored experience.
Early Outcomes and Next Steps
In the first weeks after launch, registrations grew steadily, supported by automated eligibility updates. Employees began earning points, progressing through reward tiers, and informally comparing activity across departments. Inside NEBAT, the conversation shifted from “How do we configure this screen?” to “How do we drive more participation?” and “Which groups should we target with the next challenge?”, which signaled that the program was being used as a strategic tool rather than just a system to maintain.
These early signals point toward meaningful long-term returns. Programs structured like NEBAT's — combining biometric participation, structured challenges, and sustained year-round engagement — are associated with returns of up to $6 for every $1 invested in employee wellness. With participation growing steadily and employees progressing through reward tiers, NEBAT is well on track to realize those returns as the program matures. The partnership now focuses on refinement and growth: using participation data to tune campaigns, planning custom HRA content, and exploring more targeted communications based on role or location. As Brooke puts it, having a consistent partner has been critical: our account manager “has been helping us through all the implementation and setup, and she’ll be on our employee webinars doing the live demo. She’s really become our go‑to person for all of our needs.” With a clear structure, supportive technology, and ongoing collaboration, NEBAT has turned a high‑level wellness vision into a sustainable, bank‑wide program.
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