The World Health Organization (WHO) has just published alarming statistics showing that employee mental health issues result in a US$1 trillion (£747 billion) loss in productivity each year. The WHO has called on employers to take urgent action by introducing comprehensive well-being programs to tackle the escalating mental health crisis in the workplace.
The World Health Organization (WHO) has just published alarming statistics showing that employee mental health issues result in a US$1 trillion (£747 billion) loss in productivity each year. The WHO has called on employers to take urgent action by introducing comprehensive well-being programs to tackle the escalating mental health crisis in the workplace.
But the problem is that many workplace well-being programs don’t work. A UK study which looked at 46,336 employees from 233 organizations found there was no evidence that a range of common workplace well-being initiatives—including mindfulness and stress management classes, one-to-one mental health coaching, well-being apps or volunteering work—improved employee well-being.
So despite companies investing over US$60 billion annually worldwide in well-being programs, they appear to make little impact.
There are a number of reasons why these programs don’t work—and understanding them is the only way companies will be able to make these programs effective.
Organizations often opt for easy-to-implement initiatives, such as hosting well-being talks or offering mindfulness or yoga classes. They then complain that employees don’t attend or don’t appreciate them.
Many employees say they don’t attend these activities because they find them irrelevant, unhelpful or they don’t value them enough to attend—meaning their workplace has failed in identifying their needs.
Understanding what motivates people to participate in well-being programs is crucial in improving its effectiveness.
