A friend recently discovered her workplace wellbeing policy. Prior to this chance finding she and her colleagues were unaware of its existence. This finding led to feelings of disillusionment, it begged the question: was the policy just a tick-box item, rather than a genuine commitment to their wellbeing?
Why your wellbeing strategy is missing the mark – hint, it’s boring, out-dated, and stale
Wellbeing strategies fail when treated as PR exercises, with companies investing in superficial perks instead of addressing core issues like high workloads, toxic cultures, or poor work-life balance. Additionally, these strategies are often not person-centered, unstrategic, and non-innovative; they offer generic solutions that lack the dynamism and insight needed to truly engage employees. Without consulting your employees or evaluating their needs, your efforts are like shooting in the dark. This shotgun approach attempts to solve a problem you haven't identified and creates a facade of care that ultimately fails to address the root cause of stress and dissatisfaction.
Common mistakes in workplace wellbeing initiatives
There is often a disconnect between advertised wellbeing strategies and employees' actual experiences. Companies may boast about flexible work policies or mental health support programs, yet employees still face pressures to work long hours or fear stigma when seeking mental health resources. Wellbeing initiatives are often fragmented across different departments, lacking integration with broader organisational goals and clear leadership and fail to address systemic issues. While initiatives like mindfulness sessions or stress management workshops can be beneficial, they fail to address systemic factors such as poor leadership, inequitable work practices, or lack of career development opportunities. This uninspired approach overlooks the fundamental aspects of wellbeing.
...superficial perks or gimmicks, like free coffee days, may be appreciated, but they fall short of addressing the root causes of wellbeing.
What makes an effective workplace wellbeing strategy?
Fresh, person-centred approaches that integrate current research from the emerging field of wellbeing science are shown to be most effective. Wellbeing science takes an interdisciplinary approach that explores the factors contributing to human flourishing and optimal functioning, integrating insights from psychology, neuroscience, sociology, and public health. This no-BS approach gets to the core to genuinely address wellbeing at work, instead of relying on superficial perks or gimmicks, like free coffee days, subsidised gym memberships and remote work options, that may be appreciated, but fall short of addressing the root causes of wellbeing.
A modern, effective wellbeing strategy should flow seamlessly from inside to outside the workplace, ensuring your employees feel supported in all aspects of their lives. And, it should be supported by current technology. To truly revolutionise workplace wellbeing, you need to push beyond traditional frameworks and lists of free activities, to embrace cutting-edge, holistic approaches that have long term goals and outcomes at their core.
Seven keys to wellbeing science
These seven pillars, when in balance, facilitate increased employee wellbeing and optimised work functioning.
1. Psychological wellbeing: Examines mental health, emotional balance, life satisfaction, and the presence of positive emotions. It looks into practices and interventions that promote resilience, coping strategies, and overall mental health.
2. Physical wellbeing: Considers the impact of physical health on overall wellbeing, including the effects of exercise, nutrition, sleep, and sporting activity. It also explores how chronic illnesses and lifestyle choices affect quality of life.
3. Social wellbeing: Investigates the role of relationships and social networks in contributing to a person's wellbeing, both in and out of the workplace. It looks at the importance of social support, community engagement, and positive interpersonal interactions.
4. Workplace wellbeing: Focuses on creating work environments that promote employee health and satisfaction. It examines factors like job satisfaction, work-life balance, organisational culture, career progression options, and stress management.
5. Environmental wellbeing: Considers how the physical environment, including natural surroundings and built environments, impacts wellbeing. It includes colour theory, biophilic design, restful and dynamic work areas, variations in lighting and personalised soundscapes.
6. Economic wellbeing: Looks at the influence of economic stability, income, and financial security on overall wellbeing. It explores how economic policies and personal financial management contribute to a person's quality of life.
7. Spiritual wellbeing: Investigates the role of meaning, purpose, and personal values in contributing to a sense of wellbeing. This can include religious or spiritual practices, as well as secular pursuits that offer employees a sense of life fulfilment and purpose, such as watching their favourite AFL team, spending time with pets, appreciation for art, or time spent in nature.
A modern, effective wellbeing strategy...should flow seamlessly from inside to outside the workplace, ensuring your employees feel supported in all aspects of their lives. And, it should be supported by current technology.
Reimagining workplace wellbeing: Shift the paradigm and your employees will flourish!
Here are some reimagined ideas that push the barriers on the conventional ho-hum workplace wellbeing initiatives.
1. Wellbeing through work design
Rethink job roles and work design to embed wellbeing into the work itself – an innovative approach. This includes designing jobs that provide purpose, autonomy, and mastery. Implement initiatives like role enrichment, where employees are given opportunities to engage in meaningful tasks that align with their strengths and passions.
But, why: When work itself contributes to personal growth and satisfaction, employees experience a deeper sense of fulfilment and reduced stress.
2. Real-time feedback loops and personalise adaptive strategies
Implement real-time feedback systems that use AI to analyse employee wellbeing data. This means real-time health data from wearables, personalised recommendations such as telling an employee they need to take a short break, elevate their heart rate by getting some steps in, or drink more. These systems can provide instant alerts on emerging issues and automatically adjust wellbeing strategies based on current data. Companies like Netflix and Google use data to monitor workloads and ensure that employees are not overwhelmed. They implement measures to redistribute tasks and manage peak workloads effectively.
But, why: Personalised wellbeing acknowledges that each employee's needs are unique. Real-time feedback enables a dynamic approach to wellbeing, allowing organisations to respond fast and keep a proactive stance, providing assistance to your employee when they need it and reducing the risk of issues escalating to harmful levels before they are identified or addressed.
3. Holistic and seamless work-life integration
Imagine a seamless transition from work-to-life, by creating flexible work environments that seamlessly blend personal and professional life. This could include dynamic workspaces, remote work options – yes – but, and, support for their personal projects or passions.
But, why: Work-life integration recognises that employees' personal and professional lives are interconnected and supports them as a whole, enabling them to function in a more fluid, adaptable and non-fragmented manner.
4. Leadership as wellbeing champions
Transform leadership roles into wellbeing champions. This involves training leaders not just in managing performance but in actively fostering a culture of wellbeing. Leaders should undergo personal wellbeing coaching and act as role models for healthy behaviour. Also, consider employing change management to assist in educating leaders around wellbeing in order to get buy in.
But, why: When leaders model and champion wellbeing, it becomes ingrained in the organisational culture and influences employee behaviour. This is clever, as leaders are then better able to recognise when their employees are struggling or need help and they can mitigate any issues immediately.
5. Emotional and social wellbeing innovation
Introduce innovative social and emotional wellbeing initiatives, such as virtual reality (VR) therapy sessions, AI-driven emotional support chatbots, immersive experiences that focus on empathy and emotional intelligence or games that encourage safe emotional expression.
But, why: Cutting-edge tools and technologies can provide new ways to address emotional and social wellbeing, making support more engaging, accessible and personable to individual tastes and preferences.
Case study: How can technology support workplace wellbeing?
Happify, is a digital platform, (I’m not endorsed by them; just using it as an example), that uses science-based activities and a variety of interactive games designed to boost mood, enhance resilience, reduce stress and improve mental health and emotional wellbeing. The platform integrates elements of positive psychology, cognitive behavioural therapy, and mindfulness into engaging and interactive experiences.
Innovating your workplace wellbeing initiatives with left-of-centre, practical solutions
Revolutionising your business culture goes beyond enhancing existing wellbeing practices; it requires a shift towards personalised, integrated, and purpose-driven approaches. In this article, I’ve shared some innovative ideas – brainstorm with your team, and I’m sure you’ll come up with even more. By leveraging technology, designing work that promotes intrinsic satisfaction, and creating a wellbeing strategy that aligns with your organisational values, you can meet the diverse and evolving needs of your workforce, turning your employees into your champions!
Stay tuned for a follow-up article where I’ll explore creating personalised soundscapes and mini chill-out chambers for both in-office and remote work settings. These innovations aim to enhance creative problem-solving, improve strategic thinking, streamline workflow, reduce procrastination, and significantly boost employee engagement.
This article is authored by Nicole Sultana, who holds a a Post Graduate Certificate in Business (Marketing), a Post Graduate Degree in Spiritual Care, and a Bachelor of Applied Science in Sports Science/Human Movement. In addition, she is a Certified Therapeutic Sound Practitioner and a Death Doula. Nicole is the founder of Sound Consciousness, a company that offers wellbeing strategies and therapeutic sound practices to help individuals achieve peak performance in their professional lives, relationships, and personal aspirations.
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