Wellbeing fatigue: Are employees tired of wellness initiatives?

Most companies today provide employees with wellness initiatives designed to improve their health and wellbeing. These organised activities cover employees' physical health, mental health, financial health, social health, occupational health, and intellectual health.

However, despite the rising trend for wellness initiatives, research shows that employers are missing the mark. While companies invest heavily in employee wellbeing programmes, a growing sense of "wellbeing fatigue" is emerging.

A 2023 study by the McKinsey Health Institute found that while many organisations are ramping up their wellness programmes, a significant number of employees still report experiencing high levels of stress and burnout. In fact, the study showed that burnout is strongly predicted by workplace demands, even when employers provide wellness resources. This suggests that simply offering programmes isn't enough; a deeper, more holistic approach is needed to truly support employee wellbeing.

This phenomenon, known as "wellbeing fatigue," arises when employees feel overwhelmed by the sheer number of wellness initiatives, disillusioned by generic programmes that don't address their individual needs, or cynical about the true motives behind these efforts. This fatigue can manifest in various ways, from declining participation in wellness programmes to increased cynicism and even a rise in stress levels despite the availability of these resources.

Also Read: What Gen Z and Millennial workers expect from their bosses

The deeper roots of wellbeing fatigue

Wellbeing fatigue, a growing phenomenon in modern workplaces, arises when employees experience exhaustion and disengagement with wellness initiatives. This fatigue stems from various factors, primarily the overwhelming number of programmes, often generic and failing to address individual needs. Employees may feel bombarded with information on diverse topics like mindfulness, nutrition, and fitness, leading to confusion and a sense of obligation rather than genuine motivation. Moreover, many programmes lack measurable outcomes, leaving employees unsure of their efficacy and fostering cynicism.

Recognising wellbeing fatigue is crucial. Declining participation in wellness initiatives, increased cynicism or negative feedback, and persistent stress levels despite these programmes are telltale signs. Employees might express scepticism, avoid wellness-related communications, or even exhibit increased health complaints.

Combating wellbeing fatigue requires a multifaceted approach:

Shift from programme-centric to culture-centric. Integrate wellness into the workplace through flexible work arrangements, mental health days, and healthy office environments.

Prioritise employee choice and personalisation. Offer diverse options like stipends for fitness activities, access to mental health apps, or personalised coaching sessions.

Foster intrinsic motivation. Encourage employees to set personal goals and participate in challenges focused on self-improvement.

Communicate transparently. Rebuild trust by sharing data and employee testimonials that demonstrate the impact of wellness initiatives.

Also Read: How to build psychological safety at work

How to overcome wellbeing fatigue

Cultivating a culture of genuine wellbeing requires a fundamental shift from a programme-centric approach to a holistic integration of wellness into the organisational fabric. This transition necessitates a conscious effort to move beyond mere initiatives and embed wellbeing into the company's values, practices, and environment.

Firstly, leadership must champion wellbeing as a core value, not just a human resources function. This involves actively promoting healthy behaviours, prioritising work-life balance, and fostering a supportive environment where employees feel comfortable prioritising their mental and physical health. Leaders should model these behaviours, demonstrating a commitment to their own wellbeing and encouraging employees to do the same.

Secondly, organisations should prioritise creating a psychologically safe workplace where employees feel secure, respected, and empowered. This involves promoting open communication, encouraging feedback, and addressing workplace stressors proactively. Implementing policies that support flexible work arrangements, generous leave policies, and access to mental health resources are crucial steps in this direction.

Furthermore, fostering a sense of community and belonging is essential. Encourage social connections among employees through team-building activities, social events, and opportunities for collaboration. Creating a sense of camaraderie can combat feelings of isolation and promote a supportive environment where employees feel valued and connected.

Lastly, empower employees to take ownership of their wellbeing. Offer diverse resources and opportunities that cater to individual needs and preferences. This might include providing access to fitness facilities, mental health apps, healthy food options, and personalised coaching programmes. Encourage employees to set personal wellness goals and provide them with the autonomy and flexibility to pursue them.

By embedding wellbeing into the company culture, organisations can create an environment where employees feel supported, valued, and empowered to prioritise their holistic health. This shift transcends the limitations of traditional wellness programmes and fosters a sustainable culture of genuine wellbeing.