When it comes to workplace wellbeing and culture initiatives, the intent behind the tactic will make or break its success. Many organisations are quick to roll out new benefits, policies, or programs, but too often these are little more than surface-level gestures designed to appease employees rather than genuinely improve their experience. When intent is misaligned, the result is not only wasted resources but also a deeper erosion of trust between employer and workforce.
Meqa Smith likened the delivery of certain workplace perks to a partner coming home, shoving flowers at you, and saying,
“Here’s your flowers!”
The analogy is powerful because it highlights a crucial truth: It’s not the flowers themselves that matter but the thought, care, and genuine expression of love behind them. When employees receive workplace benefits that feel more like a tick-box exercise than a thoughtful gesture, they are left feeling confused, deflated, and questioning their relationship with their employer. Does this company actually care about me, or are they just trying to look good?
The Danger of Empty Gestures
Many organisations fall into the trap of thinking that the ‘what’ matters more than the ‘why’ and ‘how.’ They introduce wellbeing programs, flexible work policies, or team-building exercises but with little authenticity or follow-through. A wellness app subscription, a beanbag in the break room, or a one-off mental health workshop may look good on paper, but if not implemented with genuine care and strategic intent, these initiatives can backfire.
Employees can see through half-hearted efforts. They recognize when wellbeing programs are designed to check a compliance box rather than to provide meaningful support. This is particularly damaging because it not only fails to improve wellbeing or culture but can also create cynicism and disengagement, the very opposite of what the investment has been designed to achieve.
How to Implement Meaningful Wellbeing and Culture Tactics
To avoid the pitfalls of empty gestures and create initiatives that truly make an impact, organisations must approach workplace wellbeing and culture with the right intent and strategy. Here are some practical tips to ensure your tactics deliver a return for all:
Lead with Genuine Care
As the saying goes,
“No one cares what you know until they know that you care.”
Senior leaders must not only sponsor but actively participate in wellbeing and culture initiatives. Their involvement signals to employees that these programs are not just HR-driven, tick-box initiatives but are valued as core to the organisation’s values. When leaders model the behaviours and attitudes they wish to see, employees are far more likely to engage.
Set Clear Intentions and Outcomes
Before launching any initiative, ask: What problem are we solving? What do we hope to achieve? How will we measure success? Whether the goal is reducing burnout, enhancing collaboration, or improving job satisfaction, a clear understanding of the desired outcomes ensures that every tactic is purposeful.
Invest Appropriately and Focus Resources
Budgets for wellbeing and culture initiatives should reflect their importance. Underfunded programs often result in poor execution and limited impact. Employees can tell when a program is a ‘nice-to-have’ rather than a strategic priority, and they respond accordingly.
When resources are limited, less is more. It is far better to focus time, budget, and energy on 2-3 well-designed and well-delivered projects that achieve measurable gains than to spread resources thinly across multiple initiatives. Spreading resources too thinly not only dilutes the impact of each tactic but also risks overwhelming employees and delivering poor experiences. Worse still, poorly executed initiatives can backfire, damaging wellbeing, culture, and trust—ultimately wasting money and moving the needle in the wrong direction.
Tailor Approaches to Your Environment
What works in one workplace may not work in another. Different teams, departments, and demographics may have unique needs. Involve employees in the design process through surveys, focus groups, and feedback loops to create programs that resonate.
Consistency and Follow-Through
One-off initiatives rarely shift the needle. Genuine change requires sustained effort, regular communication, and ongoing support. Consistency demonstrates commitment and builds trust over time.
Measure and Adapt
Assess the impact of your initiatives through quantitative metrics (e.g., employee engagement scores, absenteeism rates) and qualitative feedback. Be prepared to pivot and improve initiatives based on real-world results and employee sentiment.
The Bottom Line
Ultimately, it’s not about ‘giving flowers’ – it’s about showing that those flowers were chosen with love.