It’s a fair concern. When people hear about wellbeing programmes, they might worry it’s a superficial fix—a distraction from deeper organisational challenges like poor management, low morale, or a toxic culture. But here’s the truth: wellbeing isn’t about papering over cracks. It’s about addressing the root causes of those cracks and creating a workplace where people can thrive.
Wellbeing Isn’t a Sticking Plaster – It’s Part of the Solution
I once worked with an organisation where absenteeism was skyrocketing, and employee engagement scores were at an all-time low. The leadership team was convinced the issue was workload, but it turned out the real culprit was a lack of trust in management. Employees felt unheard, undervalued, and unsupported. Introducing wellbeing programmes wasn’t the whole solution, but it became the foundation for real change. By listening to employees, addressing their concerns, and showing a genuine commitment to their wellbeing, the company began rebuilding trust—and, with it, their culture.
Research from Gallup..
..highlights that employees who feel supported in their wellbeing are 59% less likely to look for a new job. Additionally, Deloitte’s 2020 report on workplace mental health found that companies with a strong focus on wellbeing saw improved employee retention and productivity. But here’s the kicker: wellbeing initiatives are most effective when they’re part of a broader strategy to address organisational issues, not a standalone quick fix.
How can we ensure wellbeing addresses the deeper issues?
For wellbeing programmes to succeed, they must be integrated into a larger commitment to improving workplace culture and management practices. Here’s how to make that happen:
- Start with Honest Conversations: Engage employees at all levels to understand the real issues. Wellbeing programmes work best when they address what’s actually going on, not just what leadership assumes.
- Make Wellbeing a Cultural Value: Embed wellbeing into your organisational DNA. It’s not about occasional initiatives; it’s about creating a culture where people feel supported every day.
- Invest in Leadership Development: Poor management is a common root cause of workplace issues. Equip leaders with the skills to build trust, communicate effectively, and support their teams’ wellbeing.
- Link Wellbeing to Business Goals: Show how wellbeing initiatives align with organisational priorities like engagement, retention, and productivity. This ensures buy-in from all stakeholders.
- Measure and Adapt: Use surveys, feedback, and key metrics to assess the impact of wellbeing programmes. Be prepared to adapt based on what’s working—and what isn’t.
Let’s Talk
Wellbeing isn’t a band-aid – it’s a building block. When paired with a commitment to addressing systemic issues, it creates the foundation for a healthier, happier, and more productive workplace. If your organisation is grappling with deeper challenges, let’s start a conversation about how wellbeing can be part of the solution. Together, we can create a workplace that works for everyone.
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