When It Comes to Workplace Well-Being, Leaders Need to Think Like a Scientist

Overusing the label of “wellness” is a growing market trend that indicates both employees and leaders are prioritizing health—but how can leaders find out which programs are worth their time or investment? In order to sift out the chaff, leaders need to ask the right questions and take an intentional, evidence-based approach to supporting their teams’ well-being.

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You’ve likely come across the term “conscious consumerism.” It’s the idea that consumers deliberately make purchase decisions that they believe have a positive impact. They shop with sustainability in mind. Similarly, “conscious employeeism,” while not a technical term, is very much alive in today’s organizations. People are coming to work with sustainability in mind, for their mind. While thinking about the positive impact of their employment, they are centering considerations of their own well-being and the well-being of their colleagues. What is their job? How do they work? Where do they work? Why do they do what they do? And ultimately, are they happy as a result? 

Now more than ever—with COVID accelerating the process—employees are demanding that their work support, or at least not jeopardize, their wellness. With high rates of turnover from the ongoing Great Resignation, employees have more power and leverage than they’ve typically had before. It’s now on organizations and leaders to meet their people where they’re at and to incorporate wellness initiatives into the workplace. 

Easier said than done. There’s a range of offerings and varying HR mandates to choose from within the corporate wellness space, encompassing everything from meditation apps…