Wellbeing programs are not corporate strategy

In the corporate world, wellbeing programs typically don’t align with corporate strategy, they sit in HR, but don't hit the broad culture where they drive productivity.

Significant cash is spent subsiding yoga, meditation and fruit bowls for the already well, while those in need slip off the radar, into burnout or worse.

I've sat at boardroom tables questioning the value of meditation, yoga, mindfulness, gym memberships and other short-term 'wellness' initiatives.

I don't question the intent or need.

What I question is the strategic purpose, how they’re measured and who the true target audience is. You won't improve productivity by gifting yoga classes to yogi's, you burn cash while those in need cash out.

There are a lot of very well-meaning, skilled and passionate HR and Wellbeing leaders today. I don’t question their intent for a second, I question the strategic intent set by the leadership team. If there's no alignment at the top, the practices will often fail.

Don't approach wellbeing from a 'wellbeing' perspective.

Wellness is not a company strategic imperative, a sustainable productive workforce is. WE need employees operating with clarity, energy and productivity. That won’t come from a meditation class, that comes from good leadership.

Free yoga classes can't compensate for confused messages, cognitive dissonance and tired leaders rushing around focused on every fire.

In times of uncertainty, do not panic.

What leaders must display (and have) is clarity, direction, storytelling ability and energy. Get that from leaders/board and productivity will flow on.

A case study

Recently I worked with a high profile national group facing significant head winds: Productivity declining, trust lacking, uncertainty and a 'not good enough' message from above.

They drafted everyone into the Wellteam Global Challenge (10 inclusive healthy habits each month, rewards and healthy competition).

Goals: Bring the team together, simple, inclusive, daily actions, shift the culture, build camaraderie.

Leadership endorsed it, all green lights.

It started well, but quickly stories came back about leadership dissent and almost instantly, engagement dropped. Key leaders were telling teams "If you've got time to do that, you should be working harder".

Work harder is not a strategy, it's a threat. It's often frustration by well-meaning leaders under pressure, not knowing how to lift energy through clarity, grasping at straws, hoping the answer will show up by doing more.

I’ve been there, multiple times; longer days, punching keys, first-in, last-out, desperately ‘busy’, always looking stressed. I would joke with friends: The way to survive in business is walk fast, carry a clip board and shake your head a lot.

Busy does not equal productive. What often hides behind ‘busy’ is bored, overwhelmed, confused, frustrated, seeking distraction to fill the day up and rarely productive.

No-one shows up to work wanting to fail - we all want to feel good about contributing. A yoga class won’t do that, good leadership will.

Measuring wellbeing performance

Wellbeing programs typically measure participation metrics but miss the critical insight, the key strategic output.

Your real target is productivity.

Productivity can be hard to measure in a changing environment.

Here’s a simple way to think about productivity.

CLARITY + ENERGY = PRODUCTIVITY

Think about a time when you felt really productive and see if that formula rings true for you.

Unlocking productivity through leadership

So how do we measure productivity at work in a knowledge based world? How can you measure clarity and energy?

Realistically, we should only focus on elements within the control of the workplace. You can't measure your employees diet, sleep habits, exercise levels or what's happening in their home life.

You can however use a simple monthly check-in (see below) to see if your leaders/or you, are helping your employees do their best work.

It sounds so simple but knowing you’re doing meaningful work, toward a worthy goal and supported by leaders to do that will bring energy. Good leadership is the productivity lever, not employee behaviour.

Ask your team monthly:

On a scale of 0 (disagree strongly) to 5 (strongly agree) respond to these statements:

1. I have confidence in the future direction of the company (0 - 1 - 2 - 3 - 4 - 5)

2. I believe my work is making a meaningful difference (0 - 1 - 2 - 3 - 4 - 5)

3. My leader is supporting me to do my best work (0 - 1 - 2 - 3 - 4 - 5)

If you're scoring less than 3.5 here then workplace wellbeing activities are unlikely to have a meaningful difference. They'll be seen as token efforts to 'buy off' employees who are feeling undervalued.

Average over 3.5? Let’s start a serious conversation about how the Wellteam Global Challenge and other activities can create a strategic productivity lever and take your team to the next level.

True leadership has never been more important than in a world where it is lacking. Today, it's one of the most critical components to global wellbeing.

Take care out there, and go well.

Troy

Wellteam Founder, CEO.