Why Workplace Well-Being Programs Don’t Achieve Better Outcomes
In a recent Harvard Business Review article, a striking question was discussed:
Why do workplace well-being programs often do not yield the desired outcomes?
Why are, despite high spending, anticipated improvements not realised?
Most well-being solutions are set-and forget workshops or apps, that are implemented but show no or little impact, or impact is not measurable.
The authors find the following key issues with these types of programs:
1. They overlook root causes
Many initiatives are seen as ‘band-aid’ fixes rather than real solutions, an approach also referred to as ‘carewashing’. This approach does not feel genuine to employees, as it, though often well-intended, feels like a quick fix rather than genuine care. As a result, these initiatives often have the opposite effect to what was intended. This is especially true with generic blanket that lack human connection, such as apps or chatbots.
“superficial care initiatives that workers may perceive as failing to tackle root causes. Carewashing can leave employees feeling more disengaged and in poorer mental health than if their organisations had not offered an initiative in the first place.“
Harvard Business Review
2. They’re seen as hypocritical
When the organisational culture does not echo the initiative, employees are often left to feel like the issues lie with them, rather than the organisational culture or the demands and structure of their jobs. The initiative must be genuine, and there must be evidence that the organisation is willing to do their part, too.
“When doctoral students received this [self-care] advice, the students reported feeling “frustrated” (66.7%), “annoyed” (65.4%),“anxious” or “ guilty” (42%), and “pressured” (38.3%), and did not believe that their faculty were genuinely invested in their well-being.“
Harvard Business Review
3. They’re not widely used
Many self-service solutions such as EAPs or mindfulness apps have minimal engagement. While EAPs are crucial in assisting employees who face acute challenges, mindfulness apps lack personal touch, are too time consuming or too cumbersome. People find it challenging to stay accountable with an app or AI bot. Have you ever felt that an automated “we are sorry to see you go” email after unsubscribing from a newsletter feels genuine? It simply does not feel genuine – because it isn’t.
4. They aren’t effective
A large-scale study from Oxford University researchers has found that most programs are not effective. We see a combination of the previous points as the reason for this. Most programs are simply not genuine and engaging, leading to detrimental effects and wasted resources.
5. They lack employer buy-in
Employers need to genuinely care about the well-being of their employees, and they need to demonstrate the willingness to accommodate organisational change, both in workplace conditions and culture. If this is not given, programs will always be perceived as ingenue and may have the opposite effect than what was intended.
How do The Pillars navigate these challenges?
1. Addressing root causes
The Pillars is a holistic program that looks all areas of a participant’s life. One of the five Pillars is the work pillar, which often results in deep insights around the impact of various aspects of work on the individual’s wellbeing. In this process, we often uncover what exactly these root causes are, so that they can be addressed effectively. As a result, many key employees that were at flight risk could resolve these issues and did not only decide to say with their employer, but even gained new passion for their role.
2. They are seen as hypocritical
We know that programs need to be genuine to receive employees’ buy-in. Otherwise, it will simply not work or worse, will have the opposite effect. We are very clear with potential clients that there needs to be the right culture in place that demonstrates genuine care for the wellbeing of their employees. Not every business is the right fit for The Pillars.
3. They are not widely used
Nobody likes to report to an AI bot, as it does not feel genuine. Many employees will even develop a cynical attitude towards these programs, which certainly does not help. At The Pillars, we work with real people. Each participant is guided by a real person throughout the course of our programs. This guide is assisting participants in achieving their goals while staying accountable. As a result, our engagement rate is well over 90%. Learn more about our approach here.
4. They aren’t effective
Of course most programs are not effective. How could they be effective if they are neither genuine nor engaging? We have overcome these challenges by screening our prospective client organisations by cultural fit, and provide a robust, human-led framework. Virtually all participants see measurable impact from our programs within three months. Learn more about our impact here.
5. They lack employer buy-in
The right culture and willingness to make necessary structural changes within the organisation is crucial for any program to be perceived as genuine. We screen our prospective clients carefully. Most of our clients’ organisations have a strong foundation and a deep-rooted conviction that people are indeed the organisation’s most important asset. People that feel valued, and are given the opportunity to achieve both their personal and professional goals, are much more likely to stick around and become (or stay) dedicated leaders.
At The Pillars, we assist organisations building current and future leaders with conviction, energy, and reduce the risk of burnout and employee churn significantly.
Reach out to us of you would like to learn more and to discover how we can assist your organisation.
