Why Pizza Parties and Yoga Sessions Won’t Solve Your Workplace Wellbeing Problems

We've all heard the story: an organisation faces retention issues, unhappy staff, and feedback suggesting the company isn't doing enough. Panic sets in, and the scramble to fix the issue begins. But what do we do? Instead of strategically analysing our company or surveying our employees to understand their wellbeing, feelings about the company, and concerns, we fall short. Do we engage in meaningful conversations with our employees? No! Instead, emails start flying out, advertising "free yoga sessions" and "lunchroom pizza buffet." And just like that, a band-aid is placed. The organisation feels like a good employer and moves on to the next issue.

Does pizza solve mental health and wellbeing problems?

Let’s face it, the quick fix is not enough. It does not address the underlying issues. Sure, these activities can be enjoyable and beneficial in moderation, but they are not a comprehensive solution to workplace wellbeing problems. Here’s why relying solely on these activities might not create the positive work environment you’re aiming for.

Pizza parties and yoga sessions are temporary, surface-level interventions. They may provide a momentary sense of relief or enjoyment, but they don't address underlying issues like workload, stress levels, and work-life balance. Not all employees enjoy the same activities. While some may appreciate yoga sessions, others might not find them helpful or enjoyable. Effective wellbeing programs need to be inclusive and diverse, catering to the varied interests and needs of the entire workforce.

Mental health is a critical component of overall wellbeing. Pizza parties and yoga sessions do little to address serious mental health concerns like anxiety, depression, or burnout. Employers should consider offering comprehensive mental health support, including access to counselling services, mental health days, and stress management resources.

Wellbeing initiatives should aim for long-term, sustainable impact. One-off events are short-lived and don't contribute to lasting change. Implementing policies that promote work-life balance, flexible work arrangements, and continuous professional development can have a more enduring positive effect.

Employees feel more engaged and valued when they have a say in their wellbeing initiatives. Involving employees in the decision-making process and understanding their preferences and needs can lead to more effective and meaningful wellbeing programs. Empowering employees with autonomy over their wellbeing choices enhances their sense of control and satisfaction.

Workplace wellbeing should be woven into the fabric of the organisational culture. A culture that prioritises employee wellbeing involves leadership commitment, open communication, and a supportive environment. Simply organising occasional fun activities without fostering a culture of care and support may come across as disingenuous.

Creating a Holistic Approach

To genuinely address workplace wellbeing, employers should consider a holistic approach that encompasses physical, mental, and emotional health. Companies need to consider more long-term strategies such as flexible work arrangements to improve work-life balance. Comprehensive benefits, including healthcare, mental health support, and tailored wellness programs, are essential. Investing in professional development through training and career advancement opportunities fosters growth. Regularly acknowledging and rewarding employee contributions promotes a positive work environment. Together, these strategies support employee wellbeing and create a thriving workplace.

A holistic, inclusive, and long-term approach is essential to creating a truly supportive and healthy work environment. Written By

Marie Cowling

Marie is a seasoned Human Resources professional with over 15 years of experience, specialising in learning, wellbeing, and organisational development. With a Master of Human Resource Management and a Bachelor of Arts in Psychology, she possesses the strategic and analytical skills necessary to drive impactful HR initiatives.