Your Wellbeing Programme Isn’t Dead - But It Might Need CPR
WHY: The Real Problem Isn’t Always What You Think It Is
You've rolled out a wellbeing programme. There are lunchtime mindfulness classes, subsidised gym memberships, and maybe even the odd massage day or mental health or menopause talk. Money is being spent and boxes are being ticked. But if you’re honest, not much is changing. Staff engagement still feels low. Stress levels are high. People aren’t enthusiastic— and neither is your culture.
The truth is, that many organisations think they’re investing in well-being — but the real problem is being misdiagnosed. As a result, you end up addressing the wrong issue.
Too often, well-being is treated like an event, not a strategy. A team might be struggling with chronic overwork, toxic dynamics, or a lack of leadership support, and the solution offered is… a mindfulness or yoga class. It's like trying to fix a leaking roof with fresh paint.
This disconnect between problem and solution is costing businesses dearly—not just in wasted budget but also in morale, productivity, and retention.
HOW: Diagnosing the Real Issues and Finding What Actually Works
This is where a different approach is needed — one that goes beneath the surface to understand what’s really going on.
Over the past 13 years, I’ve helped leaders across dozens of organisations take a more strategic, integrated approach to wellbeing. It starts with listening - to what is being said and what is not being said... with Understanding the culture, the stressors, the values — and where energy is being drained or blocked. Then, working together, we diagnose the true challenges — and design responses that actually meet those needs.
For example, if people feel unsupported, isolated, or under pressure with no space to talk, free fruit on a Friday won’t cut it. What they may need is better communication systems, leadership that openly models care, or even team-based emotional fitness training. When staff feel disconnected from purpose, overwhelmed by constant change, or unsure how their role contributes to the big picture, the real issues need to be tackled.
Good well-being programmes don’t come from guesswork. They come from insight.
Done right, well-being isn’t a standalone initiative — it becomes part of how your business works. Because to create a truly healthy dynamic, you need both a healthy workplace and healthy staff. One without the other will only get you so far.
Another essential ingredient? Progress. Research shows that people are happier and more engaged when they feel they’re making meaningful progress. I see this in every organisation I work with: when staff feel they’re growing when they’re supported and recognised — that’s when motivation and performance soar. The Progress Principle — is a game-changer for workplace wellbeing and productivity.
WHAT: When You Align Wellbeing With Business Goals, Everyone Wins
So what does success look like?
When we diagnose the real problems and align the well-being programme with staff needs and business goals, the results are powerful. You don’t just get a happier team—you get a more focused, resilient, and energised workforce that drives the organisation forward.
Here’s what that can look like in practice:
A medical device company dealing with fast-paced growth and high stress levels introduced a structured well-being and mental fitness programme for their shiftworkers. It focused on practical tools for managing pressure, improving sleep, relationships and addressing other factors that affect shift workers' resilience, and boosting communication. Result: happier healthier and more productive production teams, a shift in the 'them and us dynamic between the support and production staff - and a noticeable drop in staff turnover.
A tech company facing disengagement and signs of burnout introduced targeted well-being training focused on emotional and mental fitness, mindset, and self-leadership for both staff and leaders. Staff began to take ownership of their own well-being, and leaders better understood how to support them. The outcome? Improved morale, better communication, and a healthier team culture.
A food production company had poor morale, and burnout by key managers who were on the brink of quitting. We introduced a tailored coaching programme for two of their key managers to help them address their pillars of well-being and achieve better work-life integration. Within 2 months, both were significantly happier. One achieved strong growth in their output and the second ... achieved some growth but importantly he was significantly happier and ready to stay. Both had been in the company for over 15 years and were a key part of its success. The ripple effect of their decreases in, stress levels had a significant impact on the culture and growth of the business.
A good well-being programme solves problems that matter. For employers, that can mean reducing stress-related absenteeism, increasing productivity, improving retention, and strengthening leadership culture. For employees, it can mean feeling valued, having psychological safety, growing in their role, and being able to manage life’s demands without burning out. Education and knowledge give power.
The best part? When well—being is strategic—and not just a series of one-off events—it supports your culture, your people, and your bottom line.
Ready to Get It Working?
If your wellbeing programme isn’t delivering, let’s change that. I work with leaders to help them clarify the real issues and create strategies that truly support people and performance.
As a wellbeing consultant, I’ve worked with over 100 organisations on their wellbeing journeys — including more than 30 in the past three years specifically on their wellbeing strategy and annual plans. If you'd like support to diagnose what’s really going on in your workplace and build a wellbeing approach that actually works — I’d love to help.
Get in touch and let’s talk about what’s possible.
Contact me at: hello@calodagh.com