Employee Wellness Initiatives

The phrase "crashing out" is rapidly gaining traction, describing a breaking point where employees, overwhelmed and exhausted, impulsively disengage—sometimes even quitting without a backup plan. This trend reflects a deeper crisis of mental fatigue, burnout, and a collective inability to cope with prolonged stress and intense workplace pressures. It’s a symptom that goes beyond simple job dissatisfaction, stemming from a fundamental disconnect between individual needs and organizational support. Research highlights several core reasons behind this phenomenon: employees' quest for progress isn't being met; they feel a loss of control, a misalignment with company values, or simply need to take a critical next step in their lives. Coupled with inadequate communication, poor performance management, and a lack of psychological safety, these factors create environments where stress turns into systemic overload, leading individuals to hit a wall. For HR leaders, this is a critical call to action. To stem the tide of "crashing out" and foster a resilient workforce, consider these essential responses: Prioritize Individual Progress: Understand each employee's unique career quest and provide pathways for skill development, challenge, and advancement. Enhance Communication & Transparency: Establish clear, consistent communication channels, ensuring employees feel informed, heard, and supported. Vague benefit details or unclear performance metrics are no longer acceptable. Revamp Performance Management: Move beyond annual reviews to continuous, supportive feedback that clarifies expectations and helps employees align their work with their goals. Cultivate Psychological Safety: Create an environment where employees feel safe to express vulnerability, set boundaries, and admit when they are not okay, without fear of repercussions. Normalize Rest & Well-being: Actively promote work-life balance and model healthy boundaries. Invest in mental health resources and peer support systems to build a more resilient workforce. Empower Managers: Equip leaders with the tools and training to have ongoing, empathetic conversations about well-being and progress, truly knowing their teams' needs. Addressing "crashing out" isn't just about retention; it's about building a sustainable, human-centric workplace where employees can thrive. https://lnkd.in/eYRGhZ3g #HR #EmployeeWellbeing #Burnout #WorkplaceCulture #HumanResources #FutureOfWork #EmployeeEngagement

Yoga, meditation, pizza parties, and smoothie bars often get a bad rap—or become easy scapegoats—for ineffective wellness strategies. But these activities can support well-being when used alongside deeper organizational efforts. Real change only happens when organizations tackle the core drivers of burnout and embed well-being into their core values and culture. This includes: • Fair workloads and staffing levels to prevent chronic overwork • Clear roles and expectations to reduce confusion and stress • Psychological safety so employees feel comfortable speaking up • Supportive leadership that models healthy boundaries • Flexible schedules and work options where possible • Opportunities for career growth, learning, and personal development • Effective communication and alignment to reduce unnecessary stress • Access to mental health resources and peer support networks Sustainable and holistic well-being isn’t served by isolated activities or “wellness programs.” It requires building a culture of joy, purpose, and connection where people feel valued and empowered to thrive in their work and life. Have you seen organizational cultures that get this balance right? #JustOneHeart #Wellness #Leadership #Culture

Gallup's measure of "employee thriving" has hit an all-time low since they started measuring it in 2009 - just 50% of U.S. employees feel they are thriving in their overall lives. What's the impact of this statistic? When employees are thriving in life overall, they miss 53% fewer days of work due to health issues and are 32% less likely to be watching for or actively seeking new jobs. Beyond the business impact, we should remember that behind every statistic is a real human being - someone's parent, child, friend, or partner. Their wellbeing matters not just for productivity, but because it's fundamentally right to care about the people who dedicate a significant portion of their lives to our organizations. While there are many variables at play, creating environments where people not only survive but truly thrive isn't just smart business - it's our fundamental responsibility as leaders entrusted with the privilege of supporting our employees' growth and success. At a minimum, every leader should consider: -regular well-being check-ins beyond performance metrics (genuinely care!) -flexible work arrangements that support work-life integration -mental health resources and support systems #Wellbeing #Leadership #MentalHealth https://lnkd.in/ep-GyJGv

High-pressure, fast-paced work environments are like hot sauce on the brain—they keep everything on fire. While leaders might thrive on this continual state of excitement and ambition, expecting all employees to sustain this intensity is unrealistic. Such an environment can lead to: → Burnout → Disillusionment → High turnover But what if you’re on a mission to change the world or accomplish big things? How can you cultivate a culture of innovation that also supports a sustainable workforce? ⦿ Flexible Schedules: Foster innovation with flexible hours and remote work options, as demonstrated by Google. ⦿ Clear Boundaries: Limit after-hours work and communication to avoid burnout, a strategy championed by 37signals. ⦿ Promote Well-being: Invest in wellness programs and mental health resources, like those offered by Asana. ⦿ Create Innovation Labs: Set up dedicated spaces or times for experimentation and creativity, like 3M's famous 15% rule. ⦿ Encourage Regular Breaks: Implement mandatory downtime, similar to Slack's "no meetings" Fridays, to boost creativity and reduce fatigue. ⦿ Mentorship Programs: Pair employees with mentors to nurture growth and support, following the model used by Pixar Animation Studios to encourage creative collaboration. wearemotto.com

Another shocking headline below. Half of benefit managers know their wellness programs are failing. 🙄 Humans are a little more complicated than a program, portal or prize (or a benefit). In my opinion, there are two main directions employers can take to create the best opportunities for employees to be healthier and happier: 👉 Create the institutional infrastructure needed to support employees. 👉 Create a well-being culture that prompts the shared behaviors, beliefs and attitudes that align with health and well-being. What does this mean in practical terms? 1. Choose an organizational assessment tool that is evidenced-based. These tools provide a framework to approach the policies, leadership support, interpersonal strategies and yes, benefits, that support most employees' needs. Examples include: 👉 The Centers for Disease Control and Prevention Worksite Health Scorecard 👉 The American Heart Association's Well-Being Works Better Scorecard 👉 WELCOA (Wellness Council of America)'s Well Workplace Checklist [now sponsored by the International Foundation of Employee Benefit Plans (IFEBP)] 2. Create a Well-Being Culture. You can't buy this from a vendor and it's certainly not a point solution from a benefit company. You have to roll up your sleeves and build it yourselves. The good news is that you don't have to guess how to build this culture. There is a framework that addresses these six pillars: 👉 Leadership Engagement 👉 Peer Support 👉 Norms 👉 Social Climate 👉 Connection Points 👉 Shared Values The full recipe can be found in 📖 "A Cure for the Common Company". https://amzn.to/3bG1q1D Also not shocking... this is a marathon, not a sprint. Have a 3-5 year plan. #HumanResources #OccupationalHealth #EmployeeBenefits https://lnkd.in/eB_iZT_Y *** Hi, I'm Rich Safeer. I’ve been in the employee health and well-being space for 25 years and continue to learn how the intersection of our workplace, our jobs and the people at work impact our health and well-being. I’m a husband, dad, son and brother, manager, author, speaker and the chief medical director of employee health and well-being at Johns Hopkins Medicine. 📖 Trying to develop a new healthy habit? Try ‘A Cure for the Common Workday’, a journal designed to keep you on track. https://lnkd.in/ex5ywsc5 🎤 Keynotes, Workshops and Podcast Guest 💻 Already read the book and you want to learn more? Try the training program at https://lnkd.in/eeidfsrM 💙 Learn more at RichardSafeer.com Want to stay connected? 🔔 Ring the bell on my profile

We’ve over-pivoted on well-being. For years, companies have tried to boost employee engagement by offering wellness perks. In the 2010s, it was the everything office—free meals, on-site gyms, a team masseuse. After the pandemic, it shifted to virtual wellness—Zoom meditation, online fitness classes, and home office stipends. These benefits are well-intentioned. And while they might make people feel better in the moment, they don’t necessarily make people more engaged, more effective, or more connected to their teams at work. The truth is, employees don’t just want a free lunch or a meditation app. They want a workplace where they feel seen, valued, and supported in their growth. Feeling a sense of purpose in the work, connection with colleagues, and recognition from leaders creates intrinsic motivation that external perks can’t inspire. We don’t need to bring back the kombucha taps or the arcade machines in the break room. We need leaders who take time to: 🔸Ask their team members about their goals and career growth 🔸Show appreciation in ways that actually matter to each person 🔸Nurture real connection among teammates, so people feel part of something bigger That kind of leadership requires paying attention at the individual level, and budgeting time for mentorship and connection. It’s not rocket science; our data from Rising Team shows that if you spend even 1% of your time showing your team you care about them, the impact will speak for itself. The real secret to enhancing engagement on our teams isn’t in the fancy perks. It’s in the relationships we foster with each other. — Like this post? Follow me for more insights on leadership, team building, and the future of work. Subscribe to my LinkedIn newsletter Leadership is Everywhere: https://lnkd.in/g_VETsRY #TeamBuilding #Leadership #Wellness

Are you planning any workplace wellness activities to kick off the new year? One of my newsletter subscribers recently asked me, “Our employees want us to highlight healthy lifestyles, perhaps by launching a ‘step challenge’ or hosting a 5K. While I love these ideas, we have some employees who use wheelchairs. For example, I struggle with organizing a step challenge because I feel this is not inclusive to everyone. Am I overthinking this? Or do you have suggestions that meet the ask but are inclusive to everyone?” I immediately contacted my friend, workplace wellness expert Laura Putnam. She recommended thinking about the various dimensions of wellness when designing programs. These include physical, emotional, social, financial, career, and community needs. By offering options in these categories, you’ll be more inclusive by design. With her guidance, I then researched possible activities. Here are some ideas: - Physical: Organize a “workout streak,” asking employees to record the number of days in a row they’ve done some workout—cardio, yoga, weights, stretching, or anything they define as a workout. Or arrange “stroll & roll” groups for breaks, ensuring paths are wheelchair-accessible. - Emotional: Designate an “Unplug at lunch” day, committing not to use your phone or devices and enjoying silence or talking with coworkers. - Social: Create a “Get to Know Each Other” week, with prompts to encourage coworkers to find personal connections. - Financial: Provide financial planning or budgeting classes. - Career: Host sessions to demystify the promotion process or other career-related topics. - Community: Organize a donation drive for items that a local non-profit needs. Then, once you have some options, let people design their wellness goals and choose activities that make sense for them. P.S. A few years ago, Laura and I collaborated on a thought paper titled "50 Ways You Might Have Wellness Privilege at Work" (https://lnkd.in/gBGfzhqv). It explores why wellness and inclusion should be considered holistically, with practical actions to take to improve workplaces everywhere.

Companies are investing in, and talking about — mental health more often these days. But employees aren’t reporting a corresponding rise in well-being. Why? Headspace’s 2024 Workplace State of Mind study found that work stress has negatively impacted physical health for 77% of employees and relationships outside of work for 71%. A March 2022 Gallup analysis found that fewer than one in four employees felt their organization cared about their well-being — nearly half the number who said the same at the start of the Covid-19 pandemic. So, what happened? Initiatives seem to fall short. Here's why: ◾️ Generic Solutions Don't Cut It: Work demands differ across departments. A one-size-fits-all approach for well-being won't work. ◾️ Leaders Matter: External consultants can't replace internal champions who understand the specific stressors within their teams. ◾️ Inclusion is Key: We need to address mental health across generations and genders, fostering open dialogue. Building a Mentally Healthy Workplace: A Path Forward ◾️ Tailored Strategies: Consider different work styles and stressors across departments. ◾️ Empowerment Through Leaders: Engage managers and leaders as champions for well-being initiatives. ◾️ Open Communication & Shared Experiences: Normalize mental health conversations and acknowledge diverse perspectives. ◾️ Invest in the Long Game: Mental health is a journey, not a destination. Patience and continuous improvement are key. The constant connectivity and hyper-responsiveness fueled by technology worsen work anxiety. We need strategies that address this reality. Let's Shift the Focus: 👉 Focus on People: Organizations need to be a source of connection and support. People are messy and complex, and our well-being thrives within healthy relationships. 👉 Invest in Human Sustainability: Support frameworks like the Surgeon General's Workplace Mental Health and Wellbeing model offer promising solutions. It's Time to Walk the Talk: Leaders: Prioritize your own mental well-being and share your efforts to inspire others. Employees: Advocate for change, share resources, and hold your company accountable. Together, we can create workplaces that prioritize mental health and empower employees to thrive. #mentalhealth #workplacewellness #wellbeing #leadership #communication #humanresources #burnout #prevention

Culture isn’t what you say — it’s what people feel. And you can feel it most on Sunday night. 👇 Unspoken tension. Emotional exhaustion. A creeping sense of dread. That’s not just burnout — it’s a broken culture. Here’s how to start fixing it from the inside out: 1️⃣ Listen without fixing ↳ Ask “What do you need right now?” instead of offering a solution. 2️⃣ Make psychological safety visible ↳ Admit your own mistakes openly to create permission for honesty. 3️⃣ Turn values into verbs ↳ Don’t just say “we care” — show it in decisions, meetings, and rewards. 4️⃣ Recognize, early and often ↳ Give meaningful praise for effort, not just results. 5️⃣ Kill toxic tolerance ↳ Don’t promote brilliance that burns others — protect the team first. 6️⃣ Coach more than you manage ↳ Replace checklists with curiosity in your 1:1s. 7️⃣ Redesign your Sunday night ↳ Send a “what’s one thing you’re excited for?” message to your team. 8️⃣ Let humans be human ↳ Normalize rest, mental health days, and setting boundaries. 9️⃣ Re-recruit your team weekly ↳ Remind them why their work matters — and why they matter to you. 🔟 Measure what matters ↳ Track engagement and wellbeing like you track performance. Your culture already exists. The only question is — are you proud of it? ❓How do your people feel before Monday even begins? ♻️ Share this if you're building a better workplace. 👋 I write posts like this every day at 9:30am EST. Follow me (Dr. Chris Mullen) so you don't miss the next

🌿 Step Outside, Calm Your Brain 🌊 Walking barefoot in the grass. Digging your toes in the sand. Dipping your hands in cool water. It feels good for a reason. 📚 Research shows natural textures can: ✅ Lower cortisol (stress hormone) ✅ Activate the parasympathetic nervous system (rest & digest) ✅ Boost mood, focus, and emotional regulation ✨ Why it works: Your body is full of sensory receptors. When you connect with nature — grass, sand, soil, or water — those receptors deliver rich feedback that grounds your nervous system and brings you back to the present. 💡 How you can use this: • In schools → sensory play outdoors improves regulation & focus. • In therapy → grounding exercises with natural elements ease anxiety. • In the workplace → “nature microbreaks” improve mood & productivity. • For yourself → step outside, kick off your shoes, and let nature reset you. Sometimes the most powerful intervention is as simple as touching the earth beneath your feet. 🌱