In today’s fast-paced corporate world, workplace wellness resources have become increasingly common. Employers invest heavily in perks designed to improve employee well-being, from meditation apps to gym memberships. Despite the surge in wellness programs, employee mental health continues to decline. The paradox is clear: companies are offering more resources, but the stress, burnout, and dissatisfaction among workers are worsening. What’s missing from this equation? A Wellness Strategy for employee health and well-being. Our happiest clients at ZaaS have a Wellness Strategy that guides employee health initiatives. Anything less than that is ‘well-washing.’ It’s time we recognize there is no one-size-fits-all solution for employee well-being—especially if it is just an app.
Primary Reasons Employees Are Unhappy
I founded my first workplace wellness business, Office Yoga, in 2011. I walked around the open floor plan of a San Francisco tech hub, introducing myself and inviting people to join me for yoga. I’ll never forget Chantel, who rolled her eyes at me like I was a wellness infomercial promising her eternal happiness. I was determined to help employees feel better and work better, but her response stuck with me like a truth I couldn’t see yet. To understand why employees aren’t benefitting from wellness resources, it’s essential to first look at the root causes of their dissatisfaction. While every workplace is different, several key factors contribute to the widespread unhappiness of today’s workforce.
1. Can’t Meet Economic Demands
Many employees feel trapped under the weight of economic pressures—both personal and professional. Some include rising inflation, housing costs, and student loan debt. Chantel couldn’t keep up with the rising cost of living, and Yoga wasn’t going to help pay her rent or student loans. It doesn’t stop there: workers are expected to do more with less in many industries. Increased workloads, the demand for constant availability, and unrealistic productivity expectations only exacerbate feelings of stress and overwhelm.
2. Not Enough Time Off
Time away from work is essential for mentally and physically recharging. Still, many employees don’t feel they have enough time to disconnect, invest in hobbies, or take care of responsibilities outside of work. Employees often feel they can’t afford to rest due to insufficient vacation days, pressure not to take time off, or the fear of falling behind. One employee reported they didn’t have time to check in on their aging mother, who died shortly thereafter. Experiences like this lead to resentment, burnout, disengagement, and decreased well-being.
3. Poor Interpersonal Dynamics at Work
Workplace culture plays a critical role in employee satisfaction. Toxic environments, poor communication, and lack of support from colleagues or management can create an atmosphere of stress, frustration, and isolation. Employees might want to take 20 minutes to practice Desk Yoga but feel judged if they leave their desks. When interpersonal relationships at work are strained, employees are less likely to feel motivated, engaged, or supported. A manager isn’t just a boss – they’re a mirror, a guide, and often, the biggest influence on an employee’s mental health.
Why Workplace Wellness Apps Alone Don’t Work
In recent years, workplace wellness apps have surged in popularity, with companies viewing them as a quick, cost-effective way to support employee health and well-being. Yet, despite their widespread adoption, only a small percentage of employees engage with these tools. Why?
1. Apps Don’t Address the Root Causes of Stress
Workplace wellness apps generally take a top-down approach, offering solutions to individual employees without addressing the broader systemic problems at play. They can’t tackle the root causes of workplace stress, such as poor management, lack of resources, or unrealistic expectations. As a result, they often fall short of providing meaningful, lasting support to all the Chantels in the workplace struggling with deeper issues.
2. Telling Employees to “Take Care of Themselves” Is Frustrating When the Organization Is the Problem
Another issue with workplace wellness apps is their one-size-fits-all approach. Many apps offer pre-recorded generic advice, such as “take 10 deep breaths” or “go for a walk,” which may feel disconnected from the real challenges employees face. More importantly, employees often find these suggestions frustrating. Telling an overworked employee to “take care of yourself” without addressing the systemic issues causing their stress—such as excessive workloads, unrealistic deadlines, or toxic work culture—can feel like a hollow response. It can worsen things, as employees may feel their struggles are dismissed or overlooked.
3. Apps Are Easy to Implement, But They Aren’t Engaging
The appeal of wellness apps is obvious—companies can roll them out to their employees with minimal effort and at scale. Whether it’s an app that offers meditation sessions, stress management tips, or exercise routines, these tools are often seen as a simple way to check the “wellness” box. However, studies show that employee engagement with these apps is low—usually, only 5-10% of the workforce actively uses them, significantly less than what we see with our clients at ZaaS. This low engagement rate suggests that, while the apps may be convenient, they fail to connect with employees on a deeper level.
How do you find a wellness option that’s easy to implement and engaging? At ZaaS, we realize that human connection fuels well-being. Our ZaaScription replicates the ease and scalability of an app, but the main differentiator is our live instructors on the other end who know your name and are invested in individual employees in real-time. Didn’t sleep well last night? Let’s take it slow this morning. Instructors will adjust the sessions to meet employees’ needs.
How Companies Can Fix the Problem with Workplace Wellness
If wellness apps aren’t the answer, what is? The solution lies in a Wellness Strategy that complements employee health initiatives to address the root causes of employee dissatisfaction and burnout. At ZaaS, we provide Strategy Sessions and well-being services that provide a holistic approach to employee health. Companies must shift from offering quick fixes to long-term plans prioritizing employee well-being.
The three pillars of our strategy include clarity, embodied leadership, and accountability:
1. Clarity and Context
Set an intention and be clear about the company culture and values. Salesforce has a simple tagline, “No assholes allowed.” Another ZaaS client has “Green Vibes Only” written all over the office walls. The company makes sustainable pet toys, making the planet and animals essential to them. Understand and clarify your company’s values within leadership. Once company values are clear, infuse them at every organizational touchpoint– during onboarding, all-hands meetings, and company emails.
When leaders are unclear about company values, the loudest person in the room sets the tone. Unfortunately, disgruntled employees often speak loudest, sharing their discontent with their work environment, company direction, or any areas they are unhappy with. The negative energy plants seeds in the employees around them, and company culture becomes toxic, like fish swimming in dirty water. Fixing toxic culture requires significantly more effort and money than intentionally setting up a culture of well-being. Make your intentions and values clear to employees and get regular feedback to ensure you’re meeting the mark.
2. Get Leadership Involved in Employee Well-Being Initiatives
The CEO of one of our clients attended an onsite yoga session recently. He’s done yoga once or twice but is not a regular practitioner. During the session, I had everyone balance in tree pose and made a joke, “Focus, y’all; the boss is here.” He quickly shot back, “I can barely hold the pose myself,” before tumbling over. The whole room burst into laughter.
Executive leaders are not immune to stress or tight hamstrings, and leadership engagement is key to creating a culture of wellness. When company leaders actively participate in well-being initiatives, whether by attending wellness workshops, promoting work-life balance, or simply checking in with employees, it shows that well-being is a priority at every level of the organization. Involving leadership not only demonstrates commitment but also helps to foster trust and transparency between employees and management.
3. Create Accountability: Link C-Suite Bonuses to Employee Well-Being and Workplace Wellness Reports
Accountability keeps well-being goals on track and leadership engaged; it is the area where ZaaS can help the most. Our happiest clients have both Strategy Sessions and well-being initiatives that work in alignment with one another. In 2023, a new client hosted a 45-minute Meditation for Stress Relief in December to support employees dealing with year-end stress. No one showed up. Employees were so busy they never saw the session, and even if they had, 45 minutes was too long to step away. The intention was good, but the strategy was not. In 2024, I implemented monthly Strategy Sessions with the client to examine the organization’s annual cycle for stress points and demands. Based on employee feedback, we hosted mindfulness sessions 2-6 weeks before the demanding times to prepare employees for the rush. Employee feedback measurements were also tied to leadership incentives (60% of the people I worked with that year got promoted!).
When a company’s leadership is incentivized to improve employee well-being, it sends a powerful message that wellness is not just a priority—it’s a critical business objective. In a survey, 85% of executives agreed that companies should be required to report their workplace well-being metrics publicly. In addition, linking executive bonuses to employee well-being results will boost executive buy-in. If the C-suite is directly accountable for the mental health and satisfaction of employees, they are more likely to prioritize long-term changes and make the necessary investments in creating a healthier work environment.
Conclusion
While wellness apps may offer some value, they are no substitute for meaningful, systemic change. True employee well-being goes beyond quick fixes and superficial solutions. To address the mental health crisis in the workplace, employers need to focus on creating a supportive environment that tackles the root causes of stress and dissatisfaction. By implementing a wellness strategy through regular feedback loops, tying executive incentives to well-being outcomes, and fostering leadership involvement in wellness initiatives, companies can begin to make a real difference in the lives of their employees. After all, there’s no app for building a healthy, thriving workplace—only a commitment to real, lasting change.
