Wellbeing Programs at Work Why Half-Truths Hurt More Than They Heal

1. Wellbeing Wellbeing Programs They They Heal Heal Programs at at Work: Work: Why Why Half-Truths Half-Truths Hurt Hurt More More Than Than Wellbeing programs at work are everywhere. From mindfulness apps to workplace happiness programs and workplace wellbeing programs promising performance breakthroughs, leaders are flooded with advice. Yet, wellbeing programs at work often fail to create the deep cultural change we desire. Why? Because we fall for half-truths. At Happiness Squad, we see it every day. Leaders want quick solutions. Teams want relief. HR wants engagement metrics to move. And amidst this noise, wellbeing programs at work risk becoming little more than motivational slogans painted on office walls. Let’s pause here. How often have you implemented a workplace happiness program or workplace wellbeing program simply because it sounded right? I have. As a consultant. As a leader. As a parent. We’re not just surrounded by information—we’re drowning in it. In our rush to act, we reach for clarity, even if it’s false. This is why Alex Edmans’ book, May Contain Lies, resonated deeply with me. In my conversation with him on the Happiness Squad podcast, we explored why smart leaders fall for bad advice—and how wellbeing programs at work must move beyond buzzwords to genuine behavioural transformation. Why Why We We Fall Fall for for the the Feel-Good Feel-Good Narrative Narrative Alex shared a powerful story about parenting. Breastfeeding advice linked to higher IQ sounded scientific, endorsed by experts, and widely accepted. Yet, when he went back to the data, controlling for family income and parental support erased the IQ difference. Correlation wasn’t causation. The same applies to workplace happiness programs. We see shiny success stories: “Culture eats strategy for breakfast. “Leaders eat last.” “Start with why.” These statements inspire keynotes and strategy decks. But do they work for everyone, everywhere?

2. Not always. The The Ladder Ladder of of Misinference: Misinference: Where Where Workplace Workplace Wellbeing Wellbeing Programs Programs Fail Fail Alex’s ladder of misinference applies perfectly to workplace wellbeing programs: Statement is not fact. “Wellbeing drives performance.” But how? Fact is not data. One company thrived with meditation rooms—does that mean yours will? Data is not evidence. Female-led companies outperform—but is that leadership style, context, or culture? Evidence is not proof. Grit predicts West Point success. Does grit alone build resilient teams in every sector? When wellbeing programs at work skip these steps, they risk becoming performative. The yoga webinar or purpose workshop becomes a tick-box without addressing structural realities like workload, psychological safety, and role clarity. Designing Designing Wellbeing Wellbeing Programs Programs at at Work Work That That Actually Actually Work Work For wellbeing programs at work to move from optics to outcomes, they must: ✅ Check the source. Is this program rooted in evidence or driven by trends? ✅ Watch for bias. Does this solution serve real team needs or executive optics? ✅ Go beyond success stories. If a workplace wellbeing program worked in a tech startup, will it translate to your manufacturing unit? ✅ Design for context. Your wellbeing programs at work must match team rhythms, leadership styles, and organisational realities. ✅ Encourage dissent. Psychological safety isn’t built by echo chambers. Let your teams question, adapt, and co-create these programs. Workplace Workplace Happiness Happiness Programs Programs vs. vs. True True Wellbeing Wellbeing

3. Workplace happiness programs promise energy, trust, and productivity. But happiness is a byproduct of deeper wellbeing systems. Workplace wellbeing programs rooted in neuroscience and behavioural design shift habits at scale. They embed gratitude, reflection, alignment, and agency into daily rhythms. That’s where wellbeing programs at work create results. When a pharmaceutical company tried “purpose storytelling” to fix burnout without redesigning workload, trust eroded. Purpose is powerful. But without addressing root causes, it gaslights. Why Why This This Matters Matters for for Leadership Leadership and and Flourishing Flourishing At Happiness Squad, our goal is not to sell wellbeing programs at work as magic bullets. It’s to cultivate flourishing cultures grounded in ancient wisdom and modern science. Flourishing isn’t formulaic. It’s deeply personal and contextual. It requires leaders willing to slow down, question narratives, and build systems where wellbeing is the soil from which performance grows. Final Final Thought: Thought: Believe Believe Less. Less. Question Question More. More. Wellbeing programs at work are only as powerful as the clarity, curiosity, and humility behind them. Let’s stop chasing silver bullets. Let’s design wellbeing programs at work that nurture trust, create psychological safety, and build cultures where people leave meetings feeling more alive than when they entered. Because in a noisy world, the real advantage isn’t charisma—it’s clarity.