Why Your Company's Yoga Classes Won't Fix Burnout ??♀???

Unveiling the Real ROI of Workplace Wellness in the Era of Great Resignation

In the ever-evolving landscape of corporate culture, we've witnessed the rise of a peculiar phenomenon: well-being washing. It's the corporate equivalent of slapping a Band-Aid on a broken leg and calling it healthcare. ?????

My career path has been as unpredictable as a game of Snakes and Ladders. From small physiotherapy clinics to the shark-infested waters of big insurance, I've experienced workplace cultures that range from soul-crushing to surprisingly nurturing. Along the way, I've become intimately acquainted with the elusive concept of psychological safety – a term that's not just another buzzword but a vital missing ingredient in most workplaces.

The Shocking Reality of Workplace Wellness???

Before you roll your eyes or chuckle uncomfortably at the mention of "workplace wellness," consider this: 4% of the workforce is absent each day. In the US alone, that's a staggering 6,737,200 people playing hooky (based on an active workforce of 168.43 million in July 2024). ?????

The healthcare sector? Even worse, with a 6% daily absence rate. In Canada, where healthcare is the second-largest employer, that translates to 123,600 empty chairs every.single.day. Add in the hidden costs of presenteeism (showing up but checking out), and suddenly those shark attack headlines seem trivial in comparison.???

The Normalization of Unwellness???

The real issue? We've normalized being unwell. It's the elephant in the room that's been on a steady diet of stress and burnout. ?????

Your company might offer an EAP (Employee Assistance Program), discounted gym memberships, or a token celebration for National Day for Truth and Reconciliation. But if employees who dare to leave before 7 PM are passed over for promotions, you're not promoting wellness – you're just perfecting the art of well-being washing.???

True Workplace Wellness: A Paradigm Shift???

True workplace wellness isn't about free kombucha on tap or monthly meditation sessions. It's about a fundamental shift from treating employees like productivity machines to embracing them as whole human beings. It's prioritizing trust, inclusion, mental health, and open communication. Sound like a unicorn workplace? They exist, and creating one isn't as Herculean a task as you might think. ?????

The EAP Revolution??

Now, let me share a bit of hard-earned wisdom from the trenches. For over five years, I've been immersed in the world of Employee Assistance Programs (EAPs), watching the ebb and flow of workplace wellness initiatives with differing budgets, increased expectations, and nuances among industries.

Here's the gold I've mined from those 10,000+ hours: A well-implemented EAP isn't just a nice-to-have; it's a powerhouse that can yield benefits ranging from 3:1 to 10:1.

Let that sink in for a moment.

In the world of investments, this is like turning $1 into $3 or even $10. For perspective, the S&P 500's average annual return over the past 30 years is about 10% - that's turning $1 into $1.10 in a year. EAPs can potentially do that in a single intervention! ???????

The Secret Sauce: Leadership, Communication, and Culture???

The secret sauce? It's a potent blend of genuine leadership buy-in, consistent information sessions, and a culture that actually encourages employees to use these resources without fear of stigma. Who's responsible? HR, CPO, CFO.... leaders.??

When they get it right, they're the master chefs of this blend. They can all pitch and educate on the long-term benefits for their people and their business. They can all help to dismantle the stigma around seeking help. They ensure that using an EAP isn't seen as a career-limiting move but as a sign of self-awareness and growth.???

But when leaders miss the mark? Oh boy. They can become the unwitting saboteurs of workplace wellness. I've seen some treat EAPs as just another box to tick, burying them in new hire paperwork that will never be mentioned again. Or worse, they create an environment where employees fear using these resources might flag them as "problematic" in their personnel file. It's like having a gourmet kitchen but keeping it under lock and key – utterly pointless.???

However, the organizations that truly shine in this space are the ones who view EAPs not as a separate entity but as an integral part of the company's talent strategy. They're constantly looking for ways to integrate these resources into everyday work, from team-building exercises to leadership development programs. ?????

I've seen the transformative power of these programs firsthand, and it's what keeps me burning the midnight oil week after week. There's an undeniable truth to this mission that goes beyond buzzwords and bottom lines. It's about creating workplaces where people can thrive, not just survive.???

The Decision: Embrace Compliance or Drive Change? A Message to My Fellow Employees?

Now, I've given each workplace a fair shot. But in today's digital world, we have more choices than ever about where we spend our 9-to-5 (or 9-to-9, for some unfortunate souls). Yet, I see friends clinging to toxic workplaces out of a misplaced sense of loyalty, having mastered the art of looking away and complying.???

I don't pity them – we all make our choices. But I do hold them responsible. Are they creating a better world for their children to inherit? It's reminiscent of buying a puppy from a shady pet shop. Every purchase (or every Monday you drag yourself back to a soul-sucking job) perpetuates the cycle.?

But here's the truth bomb ??: Loyalty to a company is as outdated as fax machines and cubicle farms. Your true allegiance should be to your own growth and well-being. By taking control of your career and reprioritizing, you're not just improving your life – you're contributing to a broader shift in workplace culture.??

The Path Forward: From Survival to Thriving???

So, what's the solution? It's not as simple as quitting en masse or staging a revolution (though I wouldn't be opposed to a little workplace uprising now and then). It starts with recognizing the difference between genuine wellness initiatives and well-being washing. It involves demanding better from our employers and being better employees for ourselves.???

Remember, true wellness isn't about surviving your job – it's about thriving in it. Here's a little secret: your steady paycheck is your greatest asset in your journey. Jeff Bezos built Amazon while holding down a job, and Sara Blakely founded Spanx the same way. These stories remind us that a supportive environment can fuel success, both in and out of the workplace. After all, life’s too short for bad coffee and even worse company cultures. ???

This is inspired by a request from my new boss to write about well-being washing, but I had to give it a personal spin.

Let me know if this moved you or lacked some spice ??, thanks for the read!

Ariel