Workplace wellbeing programmes often don’t work – but here’s how to make them better

Workplace wellbeing programmes often don’t work – but here’s how to make them better

The World Health Organization (WHO) has estimated that employee mental health issues result in a staggering $1 trillion loss in productivity each year. In response, employers are increasingly turning to wellbeing programmes to help mitigate this issue. However, a recent study suggests that many of these programmes are ineffective, with researchers finding no evidence that common wellbeing initiatives, such as mindfulness and stress management classes, one-to-one mental health coaching, wellbeing apps, or volunteering work, improve employee wellbeing.

So, what can employers do to make their wellbeing programmes more effective? Here, we’ll explore the importance of motivation, content, and implementation in designing programmes that truly benefit employees.

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Motivation

A common mistake made by organisations is to opt for easy-to-implement initiatives that may not resonate with their employees. For example, hosting wellbeing talks or offering mindfulness or yoga classes, only to find that employees don’t attend or appreciate them. Many employees claim that they don’t participate in these activities because they find them irrelevant, unhelpful, or simply don’t value them enough to attend.

Understanding what motivates people to participate in wellbeing programmes is crucial in improving their effectiveness. For instance, one study found that employees were more interested in learning about healthy lifestyles than having a discussion about stress management. Although not directly related to mental wellbeing, prioritising talks on healthy lifestyles could have a greater impact on improving wellbeing in the long run.

Content matters

Wellbeing programmes tend to be more effective for individuals whose wellbeing is average or below average. This means that when people with high levels of wellbeing participate in such programmes, they may not see significant benefits. This can lead to programmes appearing ineffective, when in reality, they still may be beneficial for those who need them most.

Therefore, it’s essential to determine what type of help employees need most when designing wellbeing programmes. For example, a programme that focuses on promoting flourishing, meaning, and purpose in life could provide value to a broader audience.

Everyone is different

Factors such as whether an employee enjoys a specific wellbeing activity, believes that wellbeing can be changed, or their level of distress when starting a programme can all affect whether or not workplace wellbeing initiatives work. Even a person’s genetics can significantly affect whether such programmes have an impact. Research shows that people who have a higher genetic predisposition towards change are more likely to benefit disproportionately from these programmes and their positive effects tend to last longer.

All of these factors should be carefully considered when designing a workplace wellbeing programme. It’s essential to develop programmes that cater to the unique needs and preferences of each individual employee.

Implementation

The way a wellbeing programme is implemented is just as important as its content. For instance, overusing gratitude exercises can lead to disengagement from a programme, while offering too many wellbeing activity options can overwhelm participants and result in them discontinuing the programme.

To maximise the impact a wellbeing programme has in the workplace requires careful attention not only to the content but also to how it’s implemented.

Conclusion

Workplace wellbeing programmes often don’t work because they fail to consider the unique needs, motivations, and preferences of each individual employee. Employers must ensure that their programmes are designed with employee wellbeing in mind, are implemented effectively, and address the specific needs of their workforce.

By understanding the importance of motivation, content, and implementation, employers can create wellbeing programmes that truly benefit their employees. This not only improves employee wellbeing but also increases job satisfaction, productivity, and overall organisational performance.

FAQs

What are the most common reasons why workplace wellbeing programmes fail?

* Lack of consideration for individual employee needs, motivations, and preferences
* Ineffective implementation, such as overusing specific exercises or offering too many options
* Failure to address the specific needs of the workforce

What type of wellbeing programme is most effective?

* Programmes that focus on promoting flourishing, meaning, and purpose in life
* Programmes that cater to individual employee needs and preferences
* Programmes that address the specific needs of the workforce

How can employers ensure their wellbeing programmes are effective?

* Consult experts in the field of wellbeing and psychology
* Ensure programmes are designed with individual employee needs in mind
* Implement programmes effectively, avoiding common pitfalls such as overusing specific exercises or offering too many options
* Monitor and evaluate the effectiveness of programmes regularly.