"We got into wellness because we wanted to reduce health costs, but that's not why we do it today," she said. "We do it today because employees like it and it increases morale and engagement."

Though the company's wellness program is extensive and covers more than the list below, here are some components that have been working out well, that your credit union might want to steal. 

Fitbit challenge. 

Yes, Fitbits can make a difference, Bartlett said. The way she implemented a program was to have a handful of goals and different levels as not everyone is at the same pace – some might walk 20,000 steps in a day, while someone else might strive for 5,000.

There were also competition and rewards attached. At Griffin Communications, the company purchased a number of Fitbits, then sold them to its employees for half the cost. It even offered payroll deduction so employees could pay just a few bucks per month for the device.

"Everyone can benefit by moving more," Bartlett said. "It's simple and it's universal."

"Project Zero" contest. 

This was a program pretty much everyone can use: Its aim was to avoid gaining the dreaded holiday weight.

The contest ran from early to mid-November through the first of the year.

"Participants will weigh in the first and last day of the contest," Bartlett said. "The goal is to not gain weight during the holidays – we're not trying to get people to lose weight but we're just to not get them to not eat that third piece of pie."

Those who didn't gain weight got a company sweatshirt.

Race entry.

Griffin got its employees moving by being supportive of their fitness goals. If an employee wanted to participate in a race – whether walking or running a 5k or even a marathon – it reimbursed them up to $50.

Wellness pantry. 

This idea, Bartlett said, was more popular than she ever could have imagined. Bartlett stocked the fridge and pantry in the company's kitchen with healthy food options. Employees then paid the wholesale price of the food, so it was a cheaper option than hitting the vending machine.

"Employees can pay 25 cents for a bottled water or $1.50 for a soda from the machine," she said.

Gym membership. 

"We don't have an onsite workout facility, but we do offer 50% reimbursement of [employees'] gym membership cost up to a max of $200 per year," she said. The company also reimbursed employees for fitness classes, such as yoga.

Biggest Loser contest. 

Though this contest isn't always popular among companies, a Biggest Loser-type competition – in which employees compete to lose the most weight – worked out well at Griffin. 

Plus, Bartlett said, "this doesn't cost us anything because the employee buys in $10 to do it."

She also insisted the company was sensitive to employees. For example, it only shared percentages of weight lost instead of sharing how much each worker weighed, and left workers who gained weight off email updates about the contest.

"Some people aren't advocates of these programs, but our employees really like this," she said.

Corporate challenges. 

Nothing both builds camaraderie and encourages fitness like a team sports or company field day.

Bartlett said that employees have basically taken this idea and run with it themselves, coming up with fun ideas throughout the year.