The Spangle Trap: A Cautionary Tale for Workplace Wellbeing 

Most organisations want to think they are doing something to create employee engagement. In general, managers understand that improving their employees’ wellbeing is a beneficial endeavour. They recognise that happier workers are more productive, creative, and less likely to leave, taking their valuable skills elsewhere. Yet, many are daunted by the prospect of establishing or maintaining a high-quality workplace wellbeing approach. Latest research conducted by PIB Employee Benefits indicates that 40 % of organisation either can’t afford or don’t know what to do to implement wellness initiatives.   

Common refrains include, “We don’t have the money, space, or time to set up a play area with a ping-pong table, provide fruit for every desk, and have people doing yoga in the office.” High-profile examples from famous companies have popularised a myth that such treats and optional extras are necessary to improve worker wellbeing, what Dr Helen Fitzhugh from University of East Anglia calls ‘The Spangle Trap.’ A spangle is a shiny ornament—nice to have, but only decoration on top of something else.
 

The Downside of The Spangle Trap

As the name suggests, The Spangle Trap is a pitfall. It involves focusing on superficial perks rather than addressing the underlying factors that contribute to employee disengagement. These superficial additions often fail to address the core issues affecting employees’ satisfaction and productivity. Instead, they can lead to frustration, as employees recognise the disconnect between these perks and their actual needs. 

Organisations that fall into The Spangle Trap may spend considerable resources on perks that do little to improve employee morale or performance. Worse, they might neglect more fundamental aspects of workplace wellbeing, such as good management, meaningful relationships, fair terms and conditions, and appropriate support when things go wrong.
 

Measuring What Matters

At Your Work Wellness, we believe that to manage and improve something, you must first measure it. Our data-led, algorithm-based diagnostic tools help organisations identify the real drivers of high absence, high attrition, or quiet quitting. Our evaluation service provides real-time monetary evaluations of the cost of absence, attrition, or quiet quitting, detailing the financial impact on the organisation in pounds, shillings, and pence. 

By investigating what is truly going on with employees—what they think, need, and what is at the heart of their pain—we can provide actionable insights that lead to meaningful improvements in workplace wellbeing. This evidence-based approach ensures that initiatives are not only effective but also aligned with employees’ actual needs and desires.
 

What Workers Want and Need

Research indicates that employees value good management, positive relationships, fair terms and conditions, and appropriate support. According to a study by Gallup, engaged employees are more likely to stay with their organisation and perform better. This highlights the importance of creating an environment where employees feel valued and supported, which is critical for workplace wellbeing.
 

Five Principles for Implementing Effective Workplace Wellbeing Initiatives 

Good Management: Effective managers are critical to employee satisfaction. They should be trained to provide clear communication, regular feedback, and support for professional development. 

Positive Relationships: Fostering a collaborative and inclusive culture can enhance teamwork and employee morale. Encourage social interactions and team-building activities that promote a sense of community, which are essential for workplace wellbeing. 

Fair Terms and Conditions: Ensure that employees feel they are treated fairly regarding pay, benefits, and working conditions. Transparent policies and consistent enforcement are key components of workplace wellbeing. 

Appropriate Support: Provide resources for mental health, such as counselling services, stress management programmes, and access to wellness resources. Tailored support can make a significant difference in employee wellbeing and overall workplace wellbeing. 

Continuous Feedback and Improvement: Regularly assess employee satisfaction and wellbeing through surveys and feedback mechanisms. Use this data to make informed decisions and continually refine your approach to workplace wellbeing. 

By measuring what impacts employee wellbeing and addressing these core issues, organisations can foster a more engaged and productive workforce. The principles outlined above provide a foundation for implementing effective workplace wellbeing initiatives that get to the heart of what workers value. 

TAKE HOME MESSAGE 

• Avoiding The Spangle Trap involves looking beyond superficial perks and focusing on what truly matters to employees. 
• Iterative research and evaluation to understand the true drivers of employee wellbeing is crucial for effective workplace wellbeing.  
• Implementing the right initiatives based on these insights can significantly enhance employee satisfaction and productivity.  
• A company is only as strong as its people, and investing in their workplace wellbeing is a direct investment in the future success of the organisation.
   

At Your Work Wellness, we are committed to helping organisations build high-performance teams by prioritising workplace wellbeing. By leveraging our data-driven tools and expertise, you can create a workplace where employees thrive, and business success follows.
 

For further reading on employee engagement and workplace wellbeing, consider these sources: 

why-work-wellness-matters 

building-winning-teams

workplace-wellness-strategies-to-mitigate-dementia 

References 

Dr Helen Fitzhugh, University of East Anglia: https://www.promoting-evidence-informed-workplace-wellbeing 

Gallup: Gallup Study on Employee Engagement 

Mind: Mind – Mental Health at Work