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Corporate wellbeing programs have exploded in the last four years. Companies have moved beyond a focus on the physical health and safety of employees to providing mental health support as well.
Part of this change included a shift early on in the pandemic toward more rounded, remote-friendly wellness initiatives. Big-budget fitness classes or corporate gyms were abandoned in favor of apps and programs that could be done from anywhere and expanded to include other factors of health. Those who were feeling lonely or burned out drove a push for more support for the whole wellbeing of employees.
The intent was right, and it seemed like a win-win: If people feel good, both in body and mind, they're more likely to do their best work. In turn, employees appreciated the support provided by these programs, from standing desks to stress management apps. The goals were noble and showed real care for employee health.
But as we dig a bit deeper into how these wellness programs are doing today, a more complex story unfolds. It turns out, having good intentions isn’t always enough to make these programs hit the mark.
Why Mental Wellbeing Programs Fail to Produce the Intended Results
So, do these programs actually work? Research from Oxford fellow William J. Fleming shows that the impact of these programs and apps on mental wellbeing is marginal at best; that these programs might do what they promise — encourage healthier employees and more productive teams — isn’t as common as we'd wish.
What’s going wrong? One challenge with mental wellness initiatives is that they try to fit everyone into the same box. We don’t need research to tell us that what works for one person might not work for another. The needs of someone dealing with divorce are different from those of someone who is simply burned out. Yet, many programs miss the mark by offering the same solutions to everyone.
Then, there's the heavy reliance on tech, like mental wellbeing or resilience building apps. While it's great to see companies embracing new tools, these apps alone aren't enough to tackle bigger issues like burnout or feeling overworked. It's like trying to fix a leak with tape. Sure, it might hold for a bit, but it's not an actual solution. Without looking at the deeper problems in the workplace, even the best apps or programs can fall flat.
Related Article: Workplace Well-Being Efforts Are a Band-Aid, Not a Cure
Ditch Wellness Apps? Not So Fast.
No program or app is a silver bullet, and that’s especially true for something as complex as mental wellbeing. But that doesn't mean they are useless and we should get rid of them.
Mental wellness apps have their place, offering convenience and tracking capabilities that can motivate some employees. Even in the research, certain programs like volunteering have been shown to be effective in aiding mental wellbeing. And for some employees, these programs are valuable parts of the employee experience. On an individual level, they can also ignite change, and that has tremendous merit, even if it doesn’t hold true across a broad swath of the population.
The real question is, how do we make these tools part of a bigger picture with the knowledge that even enthusiastic participation may not drive the results we hope for?
Wellness apps work best when they're one piece of the puzzle. They can track our steps, reinforce positive behaviors or guide us through a meditation session. That's all great stuff. But if your organization is truly serious about tackling issues like stress, burnout and mental health at work, we can’t hope for a magic cure that doesn’t change the core issues. Apps need to work alongside changes in how we work, communicate and support each other in the workplace.
Related Article: 5 Ways Your Intranet Can Help Support Mental Health in the Workplace
Address the Root Causes of Stress, Burnout and Poor Mental Health at Work
To really make a dent in workplace mental wellness issues, we have to solve for the root causes of these challenges — particularly the ones that show up because of work. Stress and burnout aren’t just phantom issues that work has no bearing on. They're often the result of how we're working, whether it’s long hours, tight deadlines or lack of support or recognition.
Can a program or app help? Sure, especially if those feelings of overwhelm or burnout are episodic. But if they are constants, you can’t expect a program or app to do anything long-term to fix the issues.
So, instead of offering an app for stress management in hope to improve the employee experience, what if we examined employees’ workloads, deadlines and overall team dynamics? Imagine more flexible schedules that let people work in a way that suits them best or creating spaces where people feel they can speak up if they're feeling overwhelmed.
That might be a tougher pitch to push through an organization. Building a work environment that promotes wellbeing through its very design, not just through add-ons, is more complex because it means leadership has to advocate for enhanced mental health and wellbeing, not just with words but also with actions.
Related Article: Can AI Help Improve Mental Health in the Workplace?
You Can Do the Right Thing and Still Not Get the Result You Want
Good intentions in workplace mental wellness are just a starting point. The journey from launching a wellness program to seeing real, positive changes in employee health and productivity is complex. It requires a willingness to look beyond the surface to address deeper issues in the culture and organizational structure.
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It’s important to remember that even with the best-laid plans, the outcomes might not always be what we expect. And that's OK. The key is to learn, adapt and keep the mental wellbeing of our teams at the heart of what we do. When thoughtfully integrated into the fabric of our work lives, mental wellbeing approaches can make a difference.
But it’s even more important to understand that all of this, all of our focus on mental wellness is about more than individual apps or programs. It's about creating a workplace where everyone has the chance to thrive.
