What is wellbeing washing? How can we address it?
In today’s world, it feels like we are constantly discussing wellbeing and mental health, which warms my heart.
However, talking about these subjects is the easiest thing we can do, but are we taking the necessary actions to actually make wellbeing a part of our culture, or is it “wellbeing washing”?
In workplaces, companies tend to add a few blogs or social media posts on these topics, and they think they’ve done their part, but normalizing is not enough.
“Wellbeing washing” gives the illusion that we are actually doing something, but we aren’t.
It’s more critical than ever for company leaders to be proactive in addressing employee wellbeing, and not just on social media.
In the current job market, employees are increasingly looking for wellbeing support when considering their career options. Wellbeing has evolved from being a “nice-to-have” perk to a “must-have” factor in the workplace.
And this shift is not just a matter of ethics; it makes solid business sense too.
The World Health Organization (WHO) estimates that 12 billion working days are lost every year to depression and anxiety at a cost of US$ 1 trillion per year in lost productivity. Research (not to anybody’s surprise) reveals that happier employees are also more productive.
Investing in wellbeing isn’t just about being compassionate; it’s a smart move that can reduce staff turnover, burnout, and stress – all in one go.
Working with Silicon Valley tech companies over the past few years has given me a massive perspective on how businesses can increase engagement, productivity, and performance all by adding additional wellbeing support.
Remember that wellbeing isn’t just a list of perks. A free gym membership won’t help someone who’s too exhausted to exercise.
True wellbeing starts with creating a company culture that genuinely cares about the wellbeing of its employees, starting from the top. It’s about fostering an environment where people feel supported, valued, and able to thrive both professionally and personally.
In conclusion, as companies navigate the evolving landscape of employee wellbeing, it’s essential to move beyond the buzzwords and embrace authenticity. Prioritizing wellbeing isn’t just about public relations; it’s about making a real difference in the lives of your employees and in the long-term success of your organization and doing your part for building healthier communities.
It’s important to acknowledge that no company is perfect. You don’t have to have everything figured out internally to talk about wellbeing externally. Be honest about your intentions and aspirations. If you’re not there yet, share your plans to get there. Your employees will appreciate your transparency.
Let’s make wellbeing part of the culture, not a quick-fix scheme,
Hedi
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