Understanding and Avoiding Wellbeing Washing in the Workplace

Is your company inadvertently engaging in “wellbeing washing”?

There’s often a gap between what employees expect from wellbeing support and what employers provide. Offering a quick-fix pizza party or a hastily arranged webinar won’t cut it. Employees are quick to see through superficial gestures and look for something far more meaningful.

What Is Wellbeing Washing?

Wellbeing washing occurs when a business projects an image of caring for employee wellbeing but fails to deliver anything genuinely impactful. Instead of providing real, meaningful support, they offer token gestures, like one-off yoga sessions, which do little to address the underlying issues. These efforts tend to be reactive, tackling problems as they arise rather than addressing the root causes.

On the other hand, employees are seeking meaningful changes that enhance their day-to-day work life. Improvements in autonomy, job satisfaction, work-life balance, and flexible working arrangements are much more effective for mental well-being than a slice of pizza.

What’s the Impact?

Well-being washing can have serious repercussions for your business. It erodes trust and morale, and disillusioned employees may leave, negatively impacting your organisation’s reputation and bottom line. Conversely, sincere efforts to support employee well-being can boost satisfaction, loyalty, and retention.

Here are some strategies to truly support your employee’s wellbeing at work:

1. Listen Up!

   • Pulse Surveys: Regularly ask employees what they need. Use their feedback to shape initiatives tackling issues like workload stress, lack of flexibility, and workplace conflict.
   • Actionable Insights: Develop targeted programmes based on survey results that provide meaningful support. For example, if employees report high-stress levels or feel overburdened, offer stress management workshops, counselling, or workload reviews.
     
     

2. Make It Part of Your Culture

   • Lead by Example: Encourage leaders to model healthy behaviours, such as taking breaks, maintaining work-life balance, and participating in well-being activities. This sets a positive example for everyone and normalises the importance of well-being at work.
   • Ongoing Support: Instead of one-off events, create continuous support systems, including regular mental health check-ins, dynamic flexible working options, and fitness resources. Focus on holistic well-being, including mental, financial, and social aspects, rather than just physical health.
     
     

3. Invest in Development and Growth

   • Career Wellbeing: Provide training, mentorship, and clear pathways for promotion. When employees feel their personal and professional development is supported, their overall well-being improves.
   • Recognition and Rewards: Regularly acknowledge and reward employees’ hard work. Formal recognition programmes, bonuses, or even a simple ‘thank you’ can significantly boost morale and well-being.

Avoid ‘wellbeing washing’ by genuinely committing to your employees’ wellbeing. Pay attention to their needs, embed well-being into your culture, and support their growth. This leads to a more engaged and productive workforce—a win-win for everyone.

Need a Confidential Chat?

If you’d like to discuss any aspect of your HR strategy or need further guidance on supporting employee wellbeing, feel free to get in touch. We’re here to help.

You can call us directly on 01243 – 967961 or email [email protected]