This article is for corporate wellness skeptics or those on the fence about the value of wellness programs in the work environment.
Too often, the discipline of workplace wellness, based on science and empirical evidence, is conflated with the broader “wellness” industry with its outlandish claims and untested theories. In my 14-year tenure, I’ve worked with 500+ companies, witnessed students claim bananas are dangerous for our health, and heard leaders say wellness programs are for those unwell. These sorts of myths can create misconceptions and hinder effective wellness programs. Here are some of the most common assumptions:
Myth #1: Wellness is Just About Physical Health
Many think workplace wellness programs focus only on physical health and ignore other aspects of well-being. Fitness challenges or weight loss programs were trendy in the early 2000s when ‘The Biggest Loser’ was a hit series on NBC. However, true wellness has evolved to include mental, emotional, social, and financial well-being. The stigma surrounding mental health is decreasing, and addressing mental health is now recognized as crucial to overall wellness. The United States Surgeon General, Vivek Murthi, wrote a book about the loneliness epidemic and how social connections are imperative for our survival. Financial and economic dissatisfaction was the leading focus in the recent US presidential election, revealing that people are stressed about their financial well-being. The cost of ignoring these other aspects of well-being can lead to greater stress, burnout, and disengagement, ultimately affecting the company’s bottom line. The era of physical fitness has evolved into a holistic approach that includes mental health support, work-life balance, and financial wellness.
Myth #2: Wellness Programs Are Expensive and Only for Big Companies
The first misconception related to cost is that successful wellness programs require significant financial investment. In reality, many effective wellness initiatives can be implemented with minimal cost. ZaaS has a Starter Series that meets any organization’s budget. Promoting mental health awareness, creating a flexible schedule, or organizing peer support groups don’t require a large budget but can significantly impact employee well-being.
A second misconception around cost holds that wellness is only for large companies. One prospective client said, “Wellness is for large companies with big budgets. We have a small team and don’t need wellness.” Employees of smaller organizations often wear multiple hats and have less support than employees of larger organizations. Interpersonal dynamics are more intimate, and interactions have more weight in smaller teams, causing stressors to have a more significant impact. On the flip side, smaller companies can more easily manage employee health as long as leadership is intentional about programming. When wellness programs are effective, employees will never seem sleep-deprived, short-tempered, or foggy-minded. Proactive wellness programs are affordable and benefit all employees, regardless of where they work.
Myth #3: Wellness is Only for Those Who are Unwell, and an Individual Responsibility
Wellness programs are not only for the many people showing signs of burnout, stress, or physical illness. Wellness initiatives are meant to prevent employee burnout. Imagine if Los Angeles called for an extra 1,000 firefighters before three fires broke out.
Some companies believe that managing stress is an individual responsibility. While individuals play a role in their well-being, organizations are also responsible for creating an environment that supports employee health. The majority of stress and chronic pain people experience is caused by work; a healthy workplace acknowledges this reality and treats wellness as a shared endeavor. It’s time organizations take responsibility and own their impacts on employee mental health. One way to do this is by providing wellness initiatives that prevent burnout and create a healthier, more productive work environment. This could mean providing mental health resources, reducing workplace stress, or encouraging physical fitness and proper rest. Our health is like electricity; we take it for granted when everything runs smoothly. When the power goes out, nothing else matters.
Myth #4: Wellness is Just a Trend or Fad
Some dismiss workplace wellness as a passing trend or a “nice-to-have” perk. However, research has increasingly shown that employee well-being improves productivity, sleep health, compensation claims, job satisfaction, and confidence. I was reminded of the significance of individual well-being when visiting my father-in-law, who’s struggling with a terminal illness. We sat on a park bench, focusing on the water and feeling the sun’s heat on our shoulders. The birds swirled and sang in nature’s version of a Cirque de Soleil performance. He said, “Without your health, nothing matters.” No matter how beautiful the scenery, he couldn’t escape the discomfort in his body. Taking care of our health is fundamental. Organizations that underestimate wellness dismiss it because a few fringe actors throw the baby out with the bathwater.
While wellness is not just a trend or fad, some trends and fads–marketed as wellness–may not be good. I share my views on the effectiveness of specific wellness fads and how to avoid getting ‘well-washed.’ The red flags to look out for with new products and trends are quick fixes and one-size-fits-all solutions that capitalize on burnout. Far from being a fad, true wellness is a long-term investment in an organization’s success.
Myth #5: Wellness Programs Only Benefit Employees
While wellness programs directly benefit employees, they can also substantially benefit the organization. Johnson & Johnson’s leaders estimate that wellness programs have saved the company $250 million in healthcare costs. The return was $2.71 for every dollar spent. Similarly, our client had high medical costs due to employees needing various sleep aids. We elected to confront the problem head-on and implemented quarterly healthy sleep habits workshops into our program. The following year, our client’s healthcare spending on sleep aids decreased. This complementary relationship between workplace well-being and physical health highlights the benefits employers receive. Companies with a strong focus on wellness often experience lower healthcare costs, reduced absenteeism, higher productivity, and improved employee morale and retention.
Authentic workplace wellness programs include a holistic approach that goes beyond physical fitness. Organizations of all sizes and budgets can implement effective well-being programs that benefit employees AND the bottom line. Wellness is not just a fad or for those unwell, but for everyone. By addressing these common misconceptions, companies can build more successful, inclusive, and sustainable workplace wellness programs that genuinely improve the well-being of their workforce.
ZaaS offers workplace well-being services and strategies to B Corps, SMB, and enterprise companies worldwide. Contact us today to support employee health!
