The Reality Check
Despite increased spending on workplace wellbeing, employee productivity and engagement are declining. In the UK, sick days have nearly doubled since 2018, averaging 6.7 days annually. Research by Dr. William Fleming at the University of Oxford found that popular interventions like wellbeing apps and mindfulness workshops have had minimal impact. Alarmingly, employee uptake of wellbeing benefits hovers at just 23% on average, with some services as low as 2%.
In the last article, I forecasted that as a result of these problems, 2025 will usher in a much-needed reshaping of the supplier landscape.
Businesses will move away from a reliance on external solutions, leading to the disappearance or reinvention of many suppliers. Offerings will need to meet stringent demands for measurable impact.
This guide will help you break the cycle of wasted investment by avoiding the common mistakes that have led us to a place of increasing investment and decreasing results.
Mistake 1: Skipping a Thorough Needs Assessment
The Problem: Many organisations base wellbeing investments on assumptions or anecdotal evidence, leading to:
1. Solving symptoms, not root causes.
2. No baseline metrics to measure success.
3. Overestimating the scale of the problem, resulting in wasted resources.
How to Avoid It:
• Gather Data: Use surveys, absence records, and engagement scores to identify trends.
• Engage Employees: Conduct focus groups or collect anonymous feedback to understand their perspectives.
• Define the Problem Clearly: Identify the specific issue, the population it affects, and desired outcomes.
Example: Investigate whether low productivity stems from stress, inadequate training, or poor management.
Mistake 2: Failing to Address Root Causes
The Problem: Organizations often focus on temporary fixes, like stress workshops, without addressing systemic issues such as workloads or leadership quality.
How to Avoid It:
• Conduct Root Cause Analysis: Use techniques like the “5 Whys” or employee feedback to uncover the true cause.
• Target the Cause: Design solutions that address root issues for long-term impact.
• Monitor Progress: Continuously track and assess the root cause.
Example: If absenteeism is high, explore whether it’s due to health issues, workplace conflict, or unclear expectations, and address these directly.
Mistake 3: Ignoring Internal Solutions
The Problem: Many organisations immediately turn to external providers instead of exploring internal changes that may be more sustainable and cost-effective.
How to Avoid It:
• Ask Critical Questions: Can the issue be addressed with process changes, leadership training, or policy updates?
• Leverage Internal Resources: Tap into HR or employee committees to create tailored solutions.
Example: For burnout, consider flexible work options or workload adjustments before outsourcing stress management training.
Mistake 4: Choosing Based Solely on Price
The Problem: Opting for the cheapest solution often results in poor fit and limited ROI.
How to Avoid It:
• Focus on Fit: Ensure the solution addresses identified needs.
• Evaluate Track Records: Request case studies and references from similar organisations.
• Prioritize Evidence-Based Methods: Select providers that demonstrate measurable impact.
Example: A low-cost mindfulness app will be a waste if a more intensive solution is what employees really need
Mistake 5: Overlooking Impact Measurement
The Problem: Measuring success solely by participation rates fails to capture meaningful outcomes like improved productivity or reduced absenteeism.
How to Avoid It:
• Demand Evidence: Choose providers with clear metrics that align with your goals.
• Use the Results Chain Model: Assess the link between services and tangible outcomes.
• Plan for Internal Monitoring: Budget for additional data collection and analysis.
Example: High participation rates in a wellbeing program are irrelevant if they don’t result in measurable improvements.
Mistake 6: Skipping a Pilot Program
The Problem: Rolling out solutions company-wide without testing can lead to low adoption and wasted resources.
How to Avoid It:
• Start Small: Pilot with a representative group to assess effectiveness and engagement.
• Collect Feedback: Use surveys and performance data to refine the program.
• Adjust Before Scaling: Incorporate insights from the pilot phase before a full rollout.
Example: Trial a wellbeing app with one department to identify challenges before expanding.
Mistake 7: Overlooking Long-Term Partnership Potential
The Problem: Some providers offer quick fixes but lack adaptability to meet evolving needs.
How to Avoid It:
• Assess Flexibility: Work with providers who can evolve alongside your organisation.
• Prioritize Collaboration: Choose partners that value ongoing feedback and customization.
Example: A provider offering customizable solutions with regular reviews will be more impactful than one-size-fits-all approaches.
Remember, the intent is not to implement a solution but to create meaningful, measurable change.