The Key to HoneyBook’s Success: A People-First Ethos

One employee shares how the clientflow management platform is elevating employee well-being for a sweeter workplace.

Written by Mia Goulart
Published on May. 15, 2024
The Key to HoneyBook’s Success: A People-First Ethos
Image: Shutterstock
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“A healthy, happy team is the cornerstone of success — because when our employees thrive, so does our organization.” 

According to Ashley Daigneault, people business partner at HoneyBook, prioritizing employee health and happiness isn’t just a perk, it’s a strategic move for long-term success. Companies that invest in their employees’ well-being see benefits in retention, revenue and productivity. This rings especially true for Gen Z employees, who thrive in environments that prioritize their mental health and sense of belonging.

A recent report by Monster found that 54 percent of 1,000 recent or soon-to-be college graduates said they would reject a job offer if the employer didn’t prioritize work-life balance. Ninety-two percent of respondents emphasized the significance of feeling at ease when discussing mental wellness in the workplace.

Simply put, as the workforce becomes more Gen Z-driven, understanding their concerns isn’t just a gesture of goodwill but a key component of company success.

This ethos resonates at HoneyBook, where navigating employee well-being is second nature. Much like its namesake, HoneyBook’s approach is both sticky and sweet, fostering a special bond among team members as they strive for well-being and success. 


Ashley Daigneault
People Business Partner • HoneyBook

HoneyBook is an all-in-one client platform created for independent business owners.


What are some of the key ways your company invests in the well-being of your employees? 

Our commitment to “people come first” as one of our core values has been ingrained in our organizational ethos since our inception. We are dedicated to cultivating a workplace culture that prioritizes the well-being of our employees, encompassing their physical, mental and emotional health through a multipronged approach. We not only provide robust benefits and leave offerings but also sponsor memberships to several services that support physical and mental health, encourage employees to take time off to recharge, provide training to equip employees with tools for enhancing well-being and invest in manager development to cultivate empathy and promote a culture of well-being among teams.


How has your company adapted or expanded your benefits offerings to support employee needs and meet them where they are?

In recent years, we’ve expanded our benefits offering to include memberships to apps like Calm for guided meditations, Carrot for family-planning resources, Spring Health for three free therapy sessions and three free coaching calls annually. 

A few years ago, we also introduced a wellness stipend, and recognizing that wellness means something unique to each employee, we left the use cases wide open. Be it AirPods or a trip to the nail salon, the wellness stipend supports our employees’ diverse needs. 


“Be it AirPods or a trip to the nail salon, our wellness stipend supports our employees’ diverse needs.”


Lastly, we adopted a hybrid work approach that promotes balance. Employees come in two times per week but with flexibility. We understand that there will be weeks that employees can’t make it into the office, and we don’t check badge swipes because we trust our employees.  Unexpected challenges will always arise and we’re committed to creating a workplace that adapts to them.



Responses have been edited for length and clarity. Images provided by Shutterstock and listed companies.

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