When employee wellbeing becomes a ‘crisis’, Action can’t wait

If there’s one thing the last decade has made painfully clear, it’s this: employee wellbeing is no longer a “nice-to-have” HR policy. It’s a strategic business imperative. And yet, despite countless surveys, wellness programs, and mental health initiatives, organizations are facing what can only be called a wellbeing crisis.

"74% of employees say their mental health at work is negative. That means nearly 3 out of 4 people in your organization are struggling, feeling drained, stressed, or emotionally exhausted every single day. This isn’t just a “people problem.” It’s a performance, retention, and culture problem. When wellbeing breaks down, so does engagement, creativity, and productivity. And the cost? It shows up in burnout, absenteeism, and turnover. All of which are skyrocketing. It’s time to stop treating wellness as a “perk.” It’s a business necessity, one that determines how well your company performs and how long your people stay," writes Gayle Kluesner, a US-based Health and Wellness Coach.

And when you hear the word “crisis,” chances are things have escalated to a level that feels unrecoverable. But in the context of employee wellbeing, it’s not about hopelessness, it is about urgency.

Because it’s the chronic stress that comes from juggling endless workloads, navigating unclear expectations, and trying to live a ‘balanced life’ in an always-on workplace. It’s the kind of burnout that slowly drains employee engagement, stifles innovation, and eventually seeps into the very culture of an organization.

And the reality is, traditional approaches like annual surveys, gym memberships, or one-off workshops, are no longer effective.

Leanne Duffield, underscores "Stress, burnout, and chronic health issues don’t happen in isolation. They’re often the byproduct of unsustainable workloads, lack of support, and cultures that don’t prioritise employee wellbeing. People should always be our number one priority. When your employees are unwell, your business suffers too,"

"Investing in workplace wellbeing isn’t just about gym discounts or mindfulness apps. It’s about building environments where people can thrive, where psychological safety, autonomy, and purpose are at the heart of the organisation. Trust in the businesses we choose to work for is paramount," she added.

Employees today are seeking something more valuable, something that genuinely connects to their everyday reality, not just another initiative checked off HR’s calendar.

Why HR need to step up

"One of the most common impacts of a crisis or change on employee well-being is burnout. Burnout is a state of emotional, physical, and mental exhaustion that often results from prolonged stress or anxiety. As a result, employees may feel drained, unmotivated, and disengaged from their work. They may also experience physical symptoms such as headaches, insomnia, and fatigue,' writes Alwaleed Alkeaid, a Riyadh-based Fitness Coach.

Therefore, HR has to step in, no longer just a function that manages payroll, benefits, and compliance, but as a custodian of culture. HR must become the bridge between strategy and people, and the first line in identifying and addressing wellbeing challenges. This means:

Listening with intent: Real wellbeing programs begin with understanding. What stresses your employees most? What keeps them awake at night? Surveys are a start, but conversations, focus groups, and genuine check-ins reveal the nuance. "Employees need to feel heard and supported during times of crisis or change. Encourage them to share their thoughts and concerns openly, and listen actively to their feedback. By creating a culture of open communication, you can help employees feel more connected to their work and their colleagues, which can improve their well-being and productivity," added Alkeaid

Designing holistic experiences: Wellbeing isn’t just mental health. It’s physical, emotional, social, and even financial. Programs should be integrated, personalized, and flexible enough to meet employees where they are. "Leadership should also provide support and resources for employee well-being. Whether it's offering mental health resources or providing flexible work options, it's important to prioritize employee well-being during times of crisis or change. By providing support and resources, you can help employees feel more supported and connected to their work and their colleagues." he added.

Embedding support into everyday work: Without policies, a workplace can quickly become chaotic, but as important as rules are, culture is what truly shapes how people work and thrive. Training managers to recognize signs of burnout, encouraging breaks, and fostering psychological safety can transform wellbeing from a checkbox to a lived experience. They must also lead by example, which is one of the most important ways that leadership can support employee well-being today. How? Managers and executives should prioritize their own self-care and mental health, which can set a positive example for their employees. Encourage managers to take breaks, prioritize self-care, and seek support when needed.

Identifying and measuring what matters: Beyond engagement scores, look at patterns: absenteeism, turnover, productivity, and even internal mobility. These are the real indicators of whether your wellbeing initiatives are working. And wherever engagement initiatives fall short, try fostering a culture of positivity and support. Encourage employees to recognize each other's accomplishments, celebrate successes, and support each other during difficult times. By creating a positive work environment, you can help employees feel more engaged and connected to their work and their colleagues, which can improve their well-being and productivity.

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Yes, the term “crisis” does sounds daunting but crises are also catalysts for change. Organizations that treat employee wellbeing as strategic not transactional gain a competitive edge. High-performing, engaged teams don’t just happen; they are nurtured in environments where people feel safe, valued, and empowered.

Investing in wellbeing is no longer philanthropy; it’s business sense. It drives retention, sparks innovation, and builds a culture that attracts talent in a market where people have choices like never before.

"If there is a crisis today, I would suggest the crisis is not employee wellbeing, but rather a crisis of perception and expectations. The reality and therefore the challenge for employers and workplace wellbeing practitioners is that everything is inter-connected. Human behavior in the workplace (HBWE) is a function of the interconnection of the individual’s intra-personal landscape, the organization’s culture and workplace climate, overlaid by society’s view," shares William McPeck, an Employee well-being trainer and coach.

And in today’s world, leading with empathy, insight, and action is no longer optional, it’s essential.

Strategic HR

When employee wellbeing becomes a ‘crisis’, Action can’t wait

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