The Impact of Company Culture on Employee Wellness

I see it all the time — the HR team ships branded yoga mats... While the VP of Sales still pings reps at 11 p.m. “Employee-wellness swag” doesn’t lower anxiety — boundaries do. Here's the harsh truth for senior leaders: Swag is easy. Swag is cheap. Real wellness is neither. Your employees don’t need another water bottle or stress ball. They need a goddamn permission to switch off. I once advised a tech giant which was spending millions on wellness initiatives, yet their turnover stayed stubbornly high. They couldn’t figure out why. But a quick glance at Slack said everything: - Leaders messaging at 10 p.m. - "Urgent" emails on weekends. - Unspoken expectation of 24/7 availability. Branded swag won’t fix broken boundaries. Here’s what actually reduces burnout: 1. Clearly define availability hours — and respect them. 2. Stop rewarding the “always on” culture. 3. Train your leaders to practice restraint, not urgency. 4. Give explicit permission for people to disconnect. Want to boost employee performance? Forget swag. Set boundaries instead. Because true wellness comes from respect... Not from a branded tote bag. P.S. What do you prefer? The yoga mats, or the clear boundaries? 

This LinkedIn user reported to a a British CEO with a plummy accent... who made our friend so anxious that favorite British TV shows and movies were off the menu for a couple years (no Harry Potter!) Sounds funny... but it highlights something really important. Work means a lot to us. It’s the biggest driver of our personal mental health. It’s where many of us find self worth, mastery, recognition, and friends. According to the latest Headspace Workforce State of Mind Report, 53% of employees say work helps them find a community of people with similar lived experiences, and 48% say work improves their confidence or sense of self. All generations of workers report that the number one positive impact from work is community. Nearly 60% of employees report that their manager positively impacted them by being flexible with work to accommodate personal issues, and more than half say their manager positively impacted them by providing mentorship for a professional issue. And when we do work well, mental health is better. A new study in the JAMA found greater job flexibility was associated with decreased odds of serious psychological distress and lower odds of weekly or daily anxiety. Greater job security was associated with decreased odds of serious psychological distress and lower odds of weekly anxiety. And yet, work hurts, too. Headspace for Organizations data also finds almost half (47%) of employees and two-thirds (66%) of CEOs say the majority of their stress or all of their stress comes from work, rather than from their personal lives. 77% of employees say that work stress has negatively impacted their physical health, and 75% say it caused them to gain weight. Work stress is also driving a high rate of breakups and divorces: 71% of employees say work stress has caused a personal relationship to end. Further, 39% of employees report that work has negatively impacted their ability to care for their family or children’s mental health, and 37% say it has contributed to serious mental health challenges, such as substance use or suicidal ideation. Yikes. I do believe positive change is happening, but not soon enough. Most companies I see profess great strides in workplace wellness but their employees tell me a different story. I can't judge whether someone is "toxic" or not- it always takes two to tango, as the saying goes. Too often we call people toxic when really, it's the system that's toxic. But these data show the emotional leverage work has over us. We need to take that seriously as leaders. #workplacementalhealth #anxiousachiever #toxicbosses #futureofwork #mentalhealth Marie-Rachelle Narcisse, PhD, MSc, FABQAURP, CHCQM Monica L. Wang, ScD, MS Katherine Togher, MPH, RD JAMA Study: https://lnkd.in/eji-wvNV Headspace study:n https://lnkd.in/enTCkxWc

"A salary increase makes you happy once a year. A healthy culture keeps you healthy every day." In today's evolving workplace, we're witnessing a fundamental shift in what employees truly value. While compensation remains important, countless studies and exit interviews reveal that people are increasingly choosing their mental health and well-being over hefty paychecks. The pandemic accelerated this awakening, as professionals reassessed their priorities and realized that no amount of money can compensate for a toxic work environment that drains their energy, crushes their spirit, and follows them home each night. Yet, many organizations still operate under the outdated belief that dangling a golden carrot will substitute for genuine cultural transformation. They offer retention bonuses, counteroffers, and salary bumps, seemingly oblivious to the fact that their top talent is leaving not for more money but for more humanity. These companies fail to recognize that a toxic culture acts like a corrosive agent. It slowly but surely erodes employee engagement, creativity, and, ultimately, their will to stay. Stress-induced health issues, Sunday night dread, and the constant anxiety of navigating office politics are daily burdens that far outweigh the temporary satisfaction of a bigger paycheck. We should know this by now. The evidence is overwhelming: organizations with positive, supportive cultures don't just retain talent better, they attract it more easily, innovate more freely, and ultimately perform better financially. When employees feel psychologically safe, respected, and valued beyond their output, they bring their whole selves to work. They collaborate instead of competing, mentor instead of undermining, and build instead of tear down. Smart leaders understand that investing in culture isn't just the right thing to do, it's the most strategic thing to do. While money might rent loyalty, only a healthy culture can truly earn it. AA✨

What gets recognized and rewarded in your organization? Many of us were conditioned to equate 'excellent work' with 'hard work.' And hard work, typically means long hours and over delivery. But the old rules of work break for many of us, once we have kids, aging parents or need to actively manage our own health. And because women are more likely to own most household and care responsibilities, we're at greater risk for most stress-related conditions and illnesses. Yes, including burnout. But the behavior that leads to it, and expectations that drive it, aren't new. And this is bigger than making work 'work' for Moms. We need to reward different behavior for workplaces to become equitable. There are ways to recognize people and build a new kind of work culture, one that supports organizational, and employee health. Here are the key points from this week's update. 1. Your culture overrides your wellness spending. Corporate spending on health and wellness is in the billions. That's a lot of money but we all know, it's not enough. Because all of the wellness apps, nap rooms and even therapy, cannot erase the culture cues organizations send. Especially when they're toxic or promote individual heroics and long hours to get the job done. 2. So, it's time to use employee rewards differently. This time of year, there’s a unique opportunity to use the celebrating and recognition, more intentionally. In ways that help build culture, foster camaraderie, and psychological safety. When people work sustainably, joyfully, and creatively, they also come up with innovative solutions. 3. Celebrate what really matters yet is often overlooked. You know what I'm talking about. There are amazing people who are the invisible "glue" in your culture, projects and customer experience. Look at the champions of sustainable processes, and inclusive practices Like those who promote, sponsor, mentor and refer to people from historically overlooked groups. Notice when people demonstrate the values that enhance your organization's reputation and culture. Validate people who set healthy work/life boundaries to prioritize wellbeing. #employeeexperience #employeewellbeing #workingmothers #workingparents #leadership #performancemanagement

The news of the death of Pinsent Masons' partner, Vanessa Ford, has brought the topic of unrealistic work expectations and "toxic work culture" back into full view. The reality is - many of us have experienced, or know someone who has, the debilitating effects of a toxic work environment. Recently, one of our clients - a senior manager at a company - shared how the departure of one of the company's leaders unveiled a previously hidden culture of fear, backstabbing, and negativity. This is a scenario many professionals face, leaving them feeling unvalued, drained, disoriented, and unsure of how to move forward. If you are a leader in an organization in need of rebuilding its culture, here is how you can help. ☑️ Acknowledge the pain. Validate the emotional toll the past culture has taken on employees. Open forums and anonymous surveys can provide safe spaces for sharing experiences and fostering understanding. ☑️ Focus on transparency and communication. New leadership must establish clear communication channels and commit to transparency. Regular updates, even when delivering difficult news, build trust and demonstrate respect. ☑️ Champion collaboration and psychological safety. Prioritize teamwork and information sharing over individual competition. Foster an environment where employees feel safe to voice concerns and offer ideas without fear of retribution. ☑️ Invest in employee well-being. Prioritize mental health resources and support systems. Encourage healthy work-life balance and offer programs that promote stress management and emotional resilience. ☑️ Lead by example. New leaders must embody the desired culture. Demonstrate ethical behavior, hold themselves accountable, and celebrate successes achieved through collaboration. Building a positive, productive culture takes time and dedicated effort. By prioritizing these steps, you can help your people emerge stronger, fostering an environment where employees feel valued, empowered, and inspired to contribute their best. #toxicculture #leadership #culturechange #wellbeing #transparency

It’s a common tactic: trying to boost morale and engagement by offering perks like free pizza on Fridays, casual Fridays, or the occasional happy hour. Too often, organizations fall into the trap of using surface-level perks to distract from deeper issues. Free lunches, ping-pong tables, or wellness programs can’t mask a culture where: 👉 Employees feel undervalued or unappreciated. 👉 Micromanagement is the norm. 👉 Work-life balance is nonexistent. 👉 Communication is poor or passive-aggressive. 👉 Feedback is ignored, and development opportunities are scarce. The truth is, no amount of pizza or perks will fix a broken work culture. To truly transform a toxic environment, you need to address the root causes of dysfunction. Here’s how: 1. Foster Open Communication A toxic culture often stems from poor communication. Ensure employees have safe channels for expressing concerns without fear of retaliation. Regularly ask for feedback and show you’re listening and acting on it. Transparency is critical. 2. Recognize and Address Burnout Are your employees overworked? Are there clear boundaries between work and personal time? It’s important to take action on work-life balance—beyond offering casual Fridays. Flexible work schedules, reasonable workloads, and respect for time off do more for morale than a free meal ever could. 3. Empower Employees Through Trust Micromanagement creates an environment of stress and stifles creativity. Trust your team to do the jobs they were hired to do. Give them autonomy over their work and encourage decision-making at every level. When people feel trusted, they feel more engaged and motivated. 4. Prioritize Professional Growth Employees don’t stay where they feel stagnant. A healthy culture is one where people feel they are growing, learning, and advancing. Invest in training, development programs, and clear career paths. People will be far more loyal when they see a future for themselves within the company. 5. Lead by Example Culture starts at the top. Leaders must model the behavior they expect from their teams. If leaders are disrespectful, disengaged, or unethical, that attitude will trickle down through the entire organization. Leaders need to prioritize empathy, accountability, and honest communication. 6. Address Toxic Behavior Immediately Ignoring toxic behavior—whether it's bullying, gossip, or passive-aggressiveness—sends a clear message that it’s tolerated. Set clear expectations for behavior, and hold people accountable. 7. Cultivate a Sense of Purpose When people feel that their work has meaning and purpose, they are more likely to stay motivated and engaged. Focus on creating a shared vision where employees understand how their contributions help achieve broader organizational goals. If you liked this and would like to see more, please follow me Simon Crawford Welch, Ph.D. Repost this ♻️ to share it with your network. “In the meantime…. stay curious, my friends.” #Leadership #SimonsInsights

👀 The missing piece in your wellbeing strategy might be standing right in front of you 👀 No -- not the sweaty mess that is me after a recovery run in 84-degree weather with 56% humidity. Although, I'm more than willing to help 😁 It's your middle managers. TL;DR The common trend in workplace wellbeing, and where employers as investing their money over recent years, have been in point solutions & vendors.  Mental health apps, fitness incentives, financial coaching, and GLP-1 coverage, to name a few. In fact, according to the recent report by Business Group on Health, 93% of employers plan to maintain or even grow their budgets, despite what is happening in the economy. Despite the investments, why are so many programs flatting short with little engagement and no tangible outcomes? 💡 Because strategy/solutions alone don’t change culture 💡 👋 People do 👋 And the people best positioned to make wellbeing real, every day, are the middle managers. These individuals are - 💬 The translators of your overall corporate strategy 🥾 Culture carriers on the ground 🧭 The navigators of change 🔗 The connectors of the feedback loops between leadership and employees They are the most frequent point of contact employees have, wielding the greatest influence. And yet they’re often left out of the conversation when it comes to wellbeing; what they're seeing and what is needed for themselves and their employees. For real impact and outcomes, the middle managers can help move the needle; they can be the ones that really demonstrate leadership support for wellbeing.   At Navigate, we know that when organization demonstrate leadership support with execs/leaders showing up, participating, and speak up about wellbeing, they drive 21% higher engagement. Middle managers can be the bridge -> building wellbeing into the day-to-day experience of work. They have the power to make or break whether or not new initiatives stick. It's important to give them the right tools and equip them for the moments of impact: 🧠 Train them in emotional intelligence, mental health literacy, and resilience. 🎭 Redefine what “good management” looks like by including team wellbeing as a metric, not just performance. 👂 Bring them into program design early and listen to their feedback regularly. 💪 Empower them to model healthy practices through things like walking meetings, respecting time off by unplugging, and speaking openly about their well-being. Wellbeing lives in the relationships we have with our coworkers and leaders. Platforms & technology then helps scale the reach, impact, and outcomes. 👋 If you want a healthier, more engaged workforce, you can’t overlook the middle. PS --- marathon training update dropping shortly. running in the heat is not for me, but we're making progress. #EmployeeExperience #Culture #Leadership #LeadWithWellbeing

🚨 Toxic Work Culture: Its Mental Health Impact and the Path to Positive Change 🌟 In today’s fast-paced professional world, the environment we work in plays a crucial role in shaping not only our productivity but also our mental well-being. A toxic work culture—marked by micromanagement, favoritism, lack of trust, and poor communication—can have profound effects on individuals and teams. But the good news? Organizations can take deliberate steps to foster a healthy, trust-based culture that thrives on positivity and collaboration. 💡 📉 The Science Behind Toxic Work Culture and Mental Health Studies show that toxic work environments increase stress levels, leading to: ❌ Burnout – Chronic stress from excessive demands or lack of support. ❌ Anxiety & Depression – Employees feel undervalued or even unsafe. ❌ Decreased Morale – Poor communication and negativity hinder teamwork. ❌ Physical Health Decline – Prolonged stress can lead to insomnia, headaches, and even cardiovascular issues. 💔 Toxic workplaces also damage team dynamics, leading to conflicts, poor collaboration, and a higher turnover rate. 🌟 The Shift: Building a Positive Work Culture Organizations and leaders must take a proactive approach to create psychologically safe workplaces where employees feel valued and empowered. Here’s how: 1. 🔑 Build Trust at Every Level • Encourage transparent communication. • Empower employees to make decisions and take ownership. 2. 💬 Foster Open Communication • Create an environment where feedback flows freely. • Use active listening and ensure all voices are heard. 3. 🌱 Prioritize Employee Well-Being • Offer mental health resources and flexible working arrangements. • Recognize the importance of work-life balance. 4. 🤝 Lead with Empathy • Train managers to lead with emotional intelligence. • Celebrate achievements and recognize efforts consistently. 5. 📚 Invest in Professional Development • Provide opportunities for learning and growth to boost morale. 🏆 The Benefits of a Trust-Driven Culture ✅ Higher employee satisfaction and retention. ✅ Improved mental health and overall well-being. ✅ Better collaboration and team performance. ✅ Innovation thrives in an environment where employees feel safe and supported. Conclusion: Toxic work cultures may be pervasive, but they are not irreversible. By fostering trust, empathy, and open communication, organizations can create thriving workplaces where both individuals and teams can grow. 🌈 Remember, positive change starts at the top—leaders must lead by example. 💪 Let’s work together to build a culture where everyone feels seen, heard, and valued! 🌟 What steps are you taking to create a better workplaces? 💬✨

Only 30% of employees feel connected to their company’s mission. Only 21% believe their employer cares about their wellbeing. Only 44% know what’s expected of them. Gallup’s latest research across 400,000+ U.S. employees shows that 5 years after the pandemic, the workplace is more fragmented and fragile than ever. Here are 3 data-backed signals People leaders can’t afford to miss: 1. The connection crisis is accelerating. Just 30% of employees feel connected to their company’s mission or purpose, a record low. Fully remote employees report even lower levels of connection compared to hybrid workers. 44% of employees fully know what is expected of them, down from 55% pre-pandemic. Key Takeaway: Without clear expectations and a shared mission, physical presence alone will not rebuild engagement. 2. Wellbeing efforts are falling short. Only 21% of employees strongly believe their organization cares about their overall wellbeing. Employee life evaluations have dropped from 60% thriving in 2019 to just 50% in 2024. Younger workers are facing higher rates of stress, burnout, and pessimism about their futures. Key Takeaway: Despite rising investment, most wellbeing programs are failing to deliver meaningful impact on daily employee experience. 3. Managers are overwhelmed and it is costing trillions. Managers are less engaged, more burned out, and more likely to quit than their team members. Only 21% of employees report receiving meaningful feedback weekly, a key predictor of engagement. Poor management now costs organizations $8.8 trillion globally each year, equating to 9% of global GDP. Key Takeaway: Rebuilding resilient workplaces starts by rethinking how we support and equip managers, not by adding more perks or mandates. Organizations built for 2019 realities will not survive 2025. The future belongs to those who redesign leadership, culture, and wellbeing with data-driven intent. Thank you to Jim Harter, Ben Wigert, and Gallup for surfacing these powerful signals. Make sure to check the comments for the full piece. Is your organization adapting fast enough to meet this shift? #PeopleAnalytics #HRAnalytics #EmployeeExperience #WorkplaceTransformation #FutureOfWork

Yoga, meditation, pizza parties, and smoothie bars often get a bad rap—or become easy scapegoats—for ineffective wellness strategies. But these activities can support well-being when used alongside deeper organizational efforts. Real change only happens when organizations tackle the core drivers of burnout and embed well-being into their core values and culture. This includes: • Fair workloads and staffing levels to prevent chronic overwork • Clear roles and expectations to reduce confusion and stress • Psychological safety so employees feel comfortable speaking up • Supportive leadership that models healthy boundaries • Flexible schedules and work options where possible • Opportunities for career growth, learning, and personal development • Effective communication and alignment to reduce unnecessary stress • Access to mental health resources and peer support networks Sustainable and holistic well-being isn’t served by isolated activities or “wellness programs.” It requires building a culture of joy, purpose, and connection where people feel valued and empowered to thrive in their work and life. Have you seen organizational cultures that get this balance right? #JustOneHeart #Wellness #Leadership #Culture