Why Past Wellbeing Efforts Didn’t Work…And How to Get It Right This Time
Nobody wants to invest time and resources into a programme that doesn’t deliver results. But here’s the thing: wellbeing isn’t a one-off initiative. It’s a strategy. When past efforts have fallen short, it’s often because they lacked the data, structure, or leadership needed to succeed. Wellbeing isn’t just about offering yoga classes or fruit bowls—it’s about creating a data-driven, board-sponsored approach with clear goals and transparent communication.
I worked with an organisation that had launched multiple wellbeing initiatives over the years; mental health workshops, fitness challenges, even a mindfulness app. But participation was low, engagement was patchy, and they eventually scrapped the programmes, convinced wellbeing “just doesn’t work here.”
When I dug deeper, it was clear why: there was no strategy. Initiatives were ad hoc, poorly communicated, and lacked leadership buy-in. By introducing a data-driven approach—starting with a wellbeing audit and setting measurable targets—we turned things around. With board-level sponsorship and regular updates to employees, the new strategy not only worked but became a cornerstone of their culture.
Where has this happened?
A study by PwC, commissioned by beyondblue, found that implementing mental health initiatives in the workplace yields an average return on investment (ROI) of 2.3 across various industries and organisation sizes. This means that for every £1 invested in mental health programmes, organisations can expect an average return of £2.30. The study highlights that benefits such as reduced absenteeism, increased productivity, and lower compensation claims contribute to this positive ROI. It also emphasises the importance of tailoring mental health strategies to the specific needs of the organisation and securing leadership support to maximise effectiveness.
How to Build a Wellbeing Strategy That Works
If past initiatives haven’t worked, it doesn’t mean wellbeing isn’t right for your organisation—it means the approach needs refining. Here’s how to get it right:
- Start With Data: Use surveys, audits, people stats and focus groups to understand your organisation’s specific wellbeing needs. What are the stressors? What support do employees actually want? Let data guide your strategy.
- Secure Board Sponsorship: Wellbeing must be championed at the top. Board-level sponsorship and responsibility ensures resources, credibility, and integration into organisational priorities.
- Set Clear Targets: Define measurable goals, whether it’s reducing absenteeism, improving engagement scores, or increasing participation in wellbeing programmes.
- Communicate Transparently: Employees need to understand the ‘why’ behind initiatives. Share the data, explain the goals, and provide regular updates on progress.
- Make It Part of the Culture: Wellbeing isn’t a tick-box exercise. Embed it into your culture by training managers, celebrating wins, and aligning it with your organisational values.
Let’s Talk
Wellbeing isn’t about ticking a box or following trends, it’s about creating a meaningful, lasting impact for your people and your organisation. If past efforts haven’t worked, now is the time to rethink the approach.
Let’s have a conversation about how a data-driven, board-sponsored wellbeing strategy can transform your workplace. Together, we can build something that works…and lasts.
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