Wellbeing Fatigue: When Employees Stop Engaging with Support

Recently, I have noticed something surprising – employees are increasingly tuning out once-vibrant wellbeing programs.

In many modern programs, well-being is delivered as one-size-fits-all. Yet research shows the future lies in choice and agency – tools that allow employees to tailor their journey and choose what matters most to their lives. Embedding pulse surveys and bite‑sized learning tools helps us surface what actually works and adjust in real-time.

Statistically, workplace burnout has hit record levels in 2025. Forbes reports that 66% of employees said they are burned out, which is an all‑time high. Glassdoor mentions of burnout are up 32% year over year, and 85% of workers report at least some symptoms. These aren’t just numbers; they highlight that even well‑intentioned programs can feel performative or empty when delivered top-down.

The shift? Offer diverse options rather than broadcast mandates. That might mean investing in modular programs such as on‑demand coaching, optional mindfulness sessions, nutrition workshops, ergonomic assessments, or mental health check‑ins.

The point is to emphasize autonomy: let employees opt into what resonates, and embed continuous data feedback loops (via pulse surveys, recurring check‑ins) so interventions evolve rather than stagnate.

It’s also key to be integrating wellbeing into daily workflows, not siloed events. Those crucial informal moments like micro‑break reminders, manager check‑ins, walking meetings, tech‑free hours can reduce stress more sustainably than scheduled lunchtime webinars. And with the hybrid working world making these moments harder to capture, it’s more important than ever for employers to be consciously encouraging and making space for them.

Crucially, leaders need to be normalizing rest and boundary setting. Encourage the use of annual leave, respect disconnect hours, and publicize leadership modeling of healthy work patterns. And don’t just take our word for it, the data speaks for itself: in organizations recognized as top workplaces, high scores in reward, empowerment, and wellbeing correlate strongly with engagement and productivity.

This doesn’t mean abandoning wellbeing efforts, but shifting from ‘tell’ to ‘ask’. Asking people what helps, giving them choice, and iterating programs in partnership is how employers transform wellbeing fatigue into meaningful engagement and sustainable energy.

If you would like to discuss how we can help ensure your employees do not fall victim to wellbeing fatigue, please get in touch with us today!