Wellbeing Programs at Work Rethinking What Actually Works for Human Flourishing

1. Wellbeing Wellbeing Programs Rethinking Rethinking What Human Human Flourishing Flourishing Programs at What Actually Actually Works at Work: Work: Works for for Wellbeing programs at work are everywhere. Organizations invest heavily in them to boost engagement, improve retention, and foster trust. But an important question remains: are these initiatives actually working? At Happiness Squad, we believe most workplace wellbeing programs and workplace happiness programs fall short—not because they lack effort, but because they’re often based on assumptions, not evidence. In a world overflowing with frameworks, motivational quotes, and cookie-cutter playbooks, wellbeing often becomes a checklist rather than a catalyst for transformation. This became especially clear during a recent conversation on the Happiness Squad podcast with Alex Edmans, author of May Contain Lies. We explored why well- intentioned leaders fall for popular advice—and why the future of wellbeing programs at work depends not just on design, but on discernment. The The Problem Problem with with Popular Popular Wellbeing Wellbeing Advice Advice Too often, workplace happiness programs are built on statements that sound true, but aren’t universally valid: “Culture eats strategy for breakfast.” “Leaders eat last.” “Start with why.” “10,000 hours to mastery.” “Grit is the secret to success. These phrases shape wellbeing programs at work, leadership training, and HR strategies. But are they always right? Are they right for your team? As Alex shared, popular wisdom often skips the rigorous path from statement → fact → data → evidence → proof. Without that scrutiny, your workplace wellbeing programs may rest on correlation, not causation.

2. When When Workplace Workplace Wellbeing Mark Mark Wellbeing Programs Programs Miss Miss the the We’ve seen it firsthand. One pharmaceutical company invested heavily in a purpose initiative. But without addressing workload and role clarity, it backfired. Employees didn’t feel inspired—they felt ignored. That’s the risk of misinference: Statements become strategies Trendy ideas become initiatives. And teams feel gaslit instead of supported. Wellbeing programs at work must address root causes—not just emotional optics. Designing Designing Workplace Evidence Evidence Workplace Happiness Happiness Programs Programs with with Great workplace wellbeing programs aren’t built on buzzwords. They’re built like business strategies: grounded in data, tested through feedback, and tailored to culture. Here’s how to raise the bar for workplace happiness programs and ensure they deliver real impact: ✅ Check your sources – Is this based on science or just trending on LinkedIn? ✅ Interrogate your bias – Are you choosing what’s convenient or what works? ✅ Look beyond success stories – What haven’t you been told? ✅ Adapt to your context – Industry, geography, and team culture matter. ✅ Encourage dissent – If people can’t challenge it, they won’t trust it. Why Why Clarity Clarity Beats Programs Programs Beats Charisma Charisma in in Wellbeing Wellbeing At Happiness Squad, we blend ancient wisdom and modern neuroscience in designing wellbeing programs at work—but we constantly unlearn, test, and evolve. Because flourishing isn’t a one-size-fits-all process. It’s deeply human, dynamic, and contextual.

3. When workplace happiness programs are treated as magic bullets, they fade fast. When treated as evolving systems grounded in humility and evidence, they become the bedrock of cultural transformation. Final Final Thought: Thought: Discernment Competitive Competitive Edge Edge Discernment Is Is Your Your Effective workplace wellbeing programs don’t gloss over challenges. They name them. They meet them with science, honesty, and intentional design. Before launching your next wellbeing programs at work, ask: Is it rooted in real data or feel-good narrative? Does it address actual problems or offer distractions? Will it empower people or pacify them? In a noisy, distracted world, your advantage isn’t just having a wellbeing program— it’s having the clarity to design what truly works. Let’s lead with curiosity. Let’s build workplaces where people don’t just stay—they come alive through workplace happiness programs and workplace wellbeing programs that drive human flourishing. FAQs: FAQs: Wellbeing Wellbeing Programs Programs at at Work Work Q1. What makes wellbeing programs at work effective? Effective wellbeing programs at work combine evidence-based practices with cultural relevance. They prioritize psychological safety, real-time feedback, and daily rituals that drive trust and performance. Q2. How are workplace happiness programs different from perks? Perks are surface-level benefits. Workplace happiness programs aim to create long- term emotional wellbeing by embedding joy, purpose, and trust into the flow of work. Q3. Why do so many workplace wellbeing programs fail? They often rely on generalizations, ignore systemic issues like workload or clarity, and focus on appearance rather than outcomes. Success depends on context and co- creation.

4. Q4. How can we evaluate if our program is actually working? Move beyond attendance rates. Measure trust velocity, energy levels, psychological safety, and team feedback. If employees feel seen, supported, and valued—you’ll see the difference in your workplace wellbeing programs. Q5. Can small companies build impactful workplace wellbeing programs? Absolutely. Start with simple rituals—daily check-ins, gratitude circles, clear feedback loops. Flourishing is about intent, not budget. Q6. What’s the biggest myth in workplace happiness programs? That happiness comes from perks. True wellbeing is built on deeper foundations: purpose, connection, and sustainable growth fostered through intentional workplace happiness programs. Q7. Where should companies begin when rethinking wellbeing programs? Start by listening. Understand what employees are experiencing, and co-create solutions. Then align your workplace wellbeing programs with the actual culture of your organization.