In today’s fast-paced work environment, prioritizing employee wellbeing has been proven crucial in fostering a productive and engaged workforce. However, simply providing limited wellness support – or “microdosing wellbeing” – may not yield the desired results.
Understanding Microdosing Wellbeing
The term “microdosing” typically refers to the practice of taking very small doses of a psychoactive substance to achieve certain effects without experiencing the full high or trip. We’re now seeing this concept extend to the mainstream with GLP-1s. Similarly, we would describe “microdosing wellbeing” as the practice of offering limited benefits that provide quick fixes, but don’t provide the full value of a holistic program. Companies may be microdosing wellbeing by only promoting a limited set of available benefits during open enrollment or onboarding, creating a short burst of value and awareness. While these organizations may have good intentions of offering a mass-appeal benefit, this approach often falls short in delivering the holistic support that drives truly positive outcomes and employee experiences. This check-the-box approach to benefits often fails to address the diverse needs of employees, leading to fragmented or ineffective wellbeing programs.
Moving Beyond Microdosing
Research has shown that inadequate wellness support can contribute to heightened stress levels among employees, negatively impacting both their wellbeing and productivity. The 2024 Insights- Employee Health and Productivity Report emphasizes the importance of taking a comprehensive approach to address work-related stress and advocates for the use of employee listening, digital assessments, and scalable learning solutions to cultivate a culture of wellbeing within the organization.
It’s not about the number of benefits being offered to get out of the microdosing pitfalls, it’s about offering the right benefits and driving utilization to realize value. Some companies have swung the pendulum too far, offering dozens of off-the-shelf benefits and perks for recruitment or in a broad sweeping effort to reduce medical costs. It’s the classic Goldilocks story of getting it just right. You don’t want programs to be anemic or bloated, and the best way to achieve that happy middle ground is leveraging data to inform program design.
Tailoring Wellbeing Initiatives
Employees bring their complete selves to work, each with unique backgrounds, preferences, and stressors that can impact their wellbeing. Focusing solely on a narrow set of wellness initiatives may not effectively cater to the varied requirements of a diverse workforce. It’s worth noting that diversity factors in all demographics of a population – age, gender, income, ethnicity, location, etc. And with most companies managing up to five different generations, there’s a lot to address.
The Top 5 Trends in Human Resources to Watch for in 2025 (UK edition) emphasizes the need for a comprehensive approach to employee wellbeing, highlighting the importance of utilizing data-driven insights to assess the maturity of employee wellbeing programs and tailor them to meet the specific needs of different employee segments. By understanding the individual requirements and preferences of employees, organizations can enhance the impact of their wellbeing initiatives and boost employee engagement and satisfaction.
The Benefits of a Holistic Approach
The “2025 Thrive Awards” have recognized companies that stand out in their approach to employee wellbeing. These companies continually evaluate their programs and population needs, providing a culture of health that is part of their DNA. By embracing a holistic approach, these organizations have experienced a notable increase in enrollment, engagement, and preventive screening compliance, underscoring the effectiveness of a comprehensive approach to employee wellbeing in driving positive outcomes and enhancing member satisfaction. For example, Nicklaus Children’s Health System drove an 80% completion rate, on average, for its annual health assessment and biometric screenings, designing its wellbeing program around its members’ health needs.
The Cost Equation
It may be counterintuitive, but microdosing wellbeing is not cost effective. While there may be lower investment upfront, the lack of utilization and skyrocketing healthcare costs are not being proactively addressed. Award-winning companies have learned that you don’t have to compromise between great health outcomes and cost savings. Rather than cutting, more organizations are optimizing health investments and empowering their workforce to lead healthier lives. Case in point, Validation Institute confirmed that participants in Personify’s wellbeing program lowered their blood pressure, BMI, or blood glucose levels more than similar members who did not actively participate. These improvements are linked to lower medical costs.
By moving beyond microdosing and taking a more holistic approach, organizations can enhance the impact of their wellbeing initiatives and boost employee engagement while optimizing investments too.
