a wellbeing, employee engagement and employer branding programme for companies

A wellbeing programme
that actually works
in the office.

We start with a pilot at a single location. If the format works, the company moves on to the annual Core model, and can later expand to further teams, locations or an impact component. It is a programme that gives the company a visible touchpoint in the office, builds natural team engagement and aligns well with wellbeing, HR and employer branding goals.

Book a call → See pilot option
Pilot the simplest entry point without major risk
from PLN 90 per employee / month in the Core model
1 location quick start and clear recommendation for the next model
30–90+ people — from the first roll-out to a larger scale
executive summary

What this is,
why companies choose this

The Living Workplace Program™ combines a tangible touchpoint in the office, workshops and an ongoing rhythm of activities. As a result, it doesn’t end after one day and fits naturally into the team’s daily life.

problem

Most benefits quickly disappear from the team’s attention.

A one-off activation produces only a momentary effect. A week later, neither the rhythm nor the topic remains — there’s nothing for people to come back to.

That’s why companies look for something more lasting than another event or a bundle of perks.
solution

The programme has a physical presence in the office and works over time.

The Garden Food Box and the workshops form a visible touchpoint that stays in the company space and organises subsequent activations.

This makes wellbeing something tangible, rather than just a message.
entry

The pilot allows you to test the format without overloading the first decision.

First one location, one group and a quick check of how the team reacts. Only then come decisions about the annual model, scale and any impact component.

This is an orderly way to start the programme and a calm first step for the organisation.
business outcome

The company gains engagement, communications material and a better programme rhythm.

The same model supports wellbeing, organisational culture, employer branding and a later ESG component — when the company is ready for the next step.

The company gains a solution that works simultaneously for its people, its culture and its brand communications.

Most benefits
only engages for a moment.

One-off actions vanish within a week. Teams need something that stays in the office, comes back in conversations and genuinely builds a programme rhythm — not just a fleeting „wow” moment.

Wellbeing without continuity doesn’t work long term. The Living Workplace Program™ gives people a shared experience, a break from the daily routine and a natural reason to stay engaged throughout the year.

A well-designed programme should be easy to implement. It is first tested in the office; the company then decides whether to move into the annual model and whether to add an impact component.

This is meant to be a simple start, a clear decision model, and a programme that the team actually returns to.

90%
of Poles are not engaged at work. This shows the scale of the challenge: companies need actions that really activate people, not ones that merely look good in communications. → Gallup State of the Global Workplace 2024
62%
Employee wellbeing needs real support. Wellbeing has to be something more real than a one-off campaign — ideally a programme that lives over time. → Benefit Systems / infuture.institute 2024
1 decision to start
The pilot simplifies entry to the programme. The company first tests the format in practice and only then decides on the annual model and any expansion.
how the programme looks in practice

The Garden Food Box.
A programme element that is visible from day one.

An elegant, tangible touchpoint of the programme appears in the office. The team immediately sees that this is not just another one-day campaign but something they can come back to regularly.

Company team harvesting from the gfood Garden Food Box on a rooftop terrace — ripe tomatoes, strawberries, herbs, watering can, harvest basket
How it looks in practice It is a natural meeting point, a conversation starter and a venue for small activations — in the office, on a terrace, patio or company balcony.
Garden Food Box

The planter organises the programme and makes it easier for people to get involved.

The Garden Food Box gives the programme a physical presence in the company space. It creates a natural meeting point, a conversation starter and further activations — without overloading the office operationally or visually.

  • helps the team quickly understand that the programme is real and present every day
  • looks good in shared spaces, on a terrace, patio or company balcony
  • stays in the company between workshops, so the programme doesn’t vanish after one day
  • makes internal communication easier and aligns well with the needs of HR, EB and the teams responsible for the office space
Visible impact The team sees that this is a programme that really lives in the office, not a one-off activation.
Elegant format The solution is designed to fit well into the company’s space.
Let's talk about a pilot →
in practice in the office

A compact format that works well in office spaces.

The Garden Food Box fits an office, terrace, patio or company balcony. Everything is tailored to the specific location so that the programme stays elegant, convenient and natural for the team.

  • Compact size: approx. 78 × 50 × 43.5 cm
  • Looks good in shared spaces, on a terrace, patio or company balcony
  • The scope of the programme and the number of planters are tailored to the team size and the space
For the company It’s an elegant element of the programme that doesn’t require complicated organisation on the team’s side.
Tailored to the space We prepare a recommendation on placement, scope and programme variant for the chosen location.
three programme pillars

This is not a workshop.
To system.

The Living Workplace Program™ combines wellbeing, team engagement and a simple entry model: first a pilot, then an annual programme, and only later possible expansion with an impact component.

01

Wellbeing and team engagement

The programme gives people a shared, physical experience and a real break from the daily routine. It doesn’t end after one day — it stays in the office and comes back in conversations.

  • shared team activities in an engaging format
  • a living programme element present in the office every day
  • value for HR, EB and organisational culture
02

An annual programme, not a one-off event

The pilot tests the format, Core builds the programme rhythm over time, and Scale allows you to expand to larger teams or further locations.

  • A paid pilot as the entry stage
  • Core as an annual programme for a team or location
  • Scale for a larger organisational scale
03

Impact that fits in at the right stage

The impact component arrives only when the company has confirmed the programme makes sense. As a result, the first decision stays simple while the full model gains additional value.

  • a partner school as the next phase after the pilot
  • real impact instead of declarations
  • a ready-to-use story for internal and external communications

What the company
actually gains.

You aren’t buying a single workshop. You are buying a programme that engages people, gives the company an ongoing rhythm of activities and leaves a real, visible mark in the office.

It works on several levels at once: wellbeing, employer branding, internal communications and material for external storytelling. If the company wishes, an impact component can be added in a later stage.

That is why this programme combines value for the team with value for the company: it engages people, organises the rhythm of activities and provides natural material for communications.

The programme is meant to be visible and felt throughout the year — not only during a single event.

Team engagement

A shared experience that naturally engages people and stays with the team for the long term.

A visible programme in the office

The planters and programme activities stay in the space, so the programme keeps living between workshops.

A real impact component

After the pilot the company can take on a partner school and combine wellbeing with a credible ESG component.

Material for communications

The company gains a story it can use in internal, recruitment and brand communications.

who this is for in the company

The same offer,
different benefits for every role

In practice the decision rarely sits with a single person. That’s why the programme must be clear at the same time to the board, HR, EB and operations.

Boardroom with the gfood planter beautifully presented on a pedestal, three executives seated mid-discussion

CEO / Board

This is an orderly entry model: the company can start with a pilot at a single location, evaluate the impact and only then decide on a wider roll-out.

  • A calm start at a single location
  • A clear programme growth model
  • A solution that stays in the company longer than a one-off activation
Office team gathered around the gfood planter, holding herb seedlings, a woman taking a phone photo

HR / People

The programme supports wellbeing and engages people not only on the workshop day but also afterwards — through its office presence and further programme touchpoints.

  • a shared experience for the team
  • a ready rhythm of activities set out across phases
  • the programme stays with employees for the long term
Training room with gfood planter, presenter explaining the programme to 15 employees, social-media-ready content

EB / Marketing

It is not just a benefit but also communications material: visible, elegant and natural to show to employees, candidates and partners.

  • a ready-to-use story for internal communications
  • a strong vehicle for employer branding
  • option to add photo, video and communications materials
gfood planter in the open-plan office, lush herbs, two people working in soft-focus background

Office / Workplace

The solution looks good in the space and is easy to fit into the chosen location — from the office to a terrace, patio or company balcony.

  • A compact format for a single location
  • Placement recommendation before the programme starts
  • A transparent preparation and roll-out model
cooperation model

Start with the pilot.
Then scale.

Most companies start with a pilot. If the format works, they move on to Core or scale the model further.

Pilot training session with gfood planter and team
pilot · a quick format check
Pilot
1 location · up to 30 people · quick start and format check
  • 1 group and up to 30 people
  • 1 workshop and 1 on-site day
  • 2 Garden Food Boxes in the office
  • programme launch and first workshop in the office
  • pilot summary and a recommendation for the next model
The best entry option for an organisation. After the pilot, the company decides whether to move to Core, scale up or add an impact component.
PLN 19,800
paid pilot
Book a pilot →
gfood planter integrated into office daily life
core · annual programme
Core
a programme for teams of up to 60 · annual model · wellbeing + impact
  • 2 groups
  • up to 60 people in total
  • 8 workshops / activities over the year
  • 4 on-site days
  • 4 Garden Food Boxes and an annual programme rhythm
  • a basic communications component
  • 1 partner school in the full programme model
The recommended option for companies that want to combine wellbeing, communications and a real social component.
from PLN 90 per person / month
indicative for a team of ~60 · exact pricing tailored to the company
Request a recommendation →
Multiple gfood planters across different office zones
scale · multiple locations
Scale
larger teams · multiple locations · extended programme
  • 3+ groups and more locations
  • more planters, locations and partner schools
  • option to add photo, video and communications materials
  • a model for larger organisational scale
  • rollout tailored to the company structure
For organisations that want to make the programme a permanent wellbeing + impact element at a larger scale.
Custom pricing
for larger teams and multiple locations
Request a quote →

Net prices for the Polish market (Poland, PLN). A detailed offer is sent in response to your inquiry.

impact / ESG

Impact as the next phase.
Not an entry requirement.

First the company checks whether the programme works in the office. Only later can it add a partner school and build a credible ESG component in the Core or Scale model.

A partner school after the pilot

A company can move from a simple entry to a model where it supports a specific school and a real educational initiative.

Ready-made communications material

The programme provides a story that can be shown to employees, candidates and business partners.

Wellbeing + impact in a single model

This is not a separate CSR project. It is an extension of the programme that can combine employee engagement, organisational culture and a real ESG element.

Impact that strengthens the full Core or Scale model

The company gets a programme it can present not only as a team benefit but also as a concrete external action and social-responsibility element — wtedy, gdy organizacja jest gotowa na kolejny krok.

  • 1 partner school in the full programme model
  • material for internal and external communications
  • a coherent wellbeing + impact narrative
  • the option to extend the programme at greater scale
Ask about a model for your company →
how it works

From the first conversation
to a programme in the company

1

Pilot / format check

We start with a short conversation and a recommendation of the option that best fits a single location or team.

2

Installation and kickoff

We launch the programme in the office: planters, the first workshop and the start of a shared team experience.

3

Core / annual rhythm + partner school

Core builds the programme rhythm and its presence in the office throughout the year. At this stage, if the company wants, it can also add an impact component.

4

Scale / further locations and schools

The programme can grow with more groups, locations, planters and additional communications elements — and, if needed, with further impact actions.

most common roll-out paths

How companies most often
enter this programme

Companies usually start with one of three entry models — depending on number of people, locations, and whether they want to test the format first or move straight to broader rollout.

A company wants to test the format at a single location and see how the team responds. The best entry point is then the Pilot — a paid pilot with a clear recommendation for the next step.

1
Pilot
up to 30 people · 1 location

A company wants a programme that actually works over time and engages the team throughout the year. The best choice is then Core — the main annual model for organisations ready for a full rollout.

2
Core
up to 60 people · annual programme

The organisation wants to cover a larger team or multiple locations. We then move to the Scale model and a custom quote tailored to the scale.

3
Scale
90+ people · multiple locations

See how this programme
might look in your company.

We usually start with a short conversation and a recommendation of the Pilot, Core or Scale option for a single location. We then prepare a scope proposal and the best implementation model for your company.

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