At Elixr Labs, like many other companies that care about employee wellbeing, we wanted to create a healthier workplace. We believed that something as simple as improving our pantry could make a positive difference within our teams. So, we stocked it with fruits, nuts, healthy snacks and alternatives to packed foods. We carefully selected items that nutritionists and wellness blogs would approve of, but there was a problem. Nobody ate them.

Our pantry looked healthy, but it was not serving the people it was meant for. We then decided to listen to what people seemed to want and we expanded the menu. We added dosa and poha. We introduced packaged snacks and stocked more convenient options. And yes, we even brought in free sodas. People gathered in the pantry and the canteen felt alive. It looked like a success.

Good Intentions Are Not Enough

A few months later, something felt different. The pantry was busy, but the energy around the office was not what we expected. People looked more tired and their concentration appeared lower than before. So, we decided to organise a health check-up for our team. The results surprised us. Nearly one in four team members were identified as overweight and that moment forced us to pause and reflect.

The experience taught me an important leadership lesson that intentions do not matter if outcomes are wrong. As leaders, we often focus on what we are trying to achieve telling ourselves that our motives are positive and therefore our actions must be helping them. But reality sometimes does not work that way.

Our goal was never to encourage unhealthy habits. We wanted people to feel comfortable, supported and cared for. Still, some of our decisions, especially making sugary drinks freely available made unhealthy choices easier and more frequent. One soda here and one extra snack there created an energy crash followed by another.

Health is Not Linear

Health is not a straight line, not for me, not for our team and not for anyone. Every person has a different relationship with health. Some people are managing medical conditions that others cannot see, and some might be dealing with stress, anxiety or burnout. That is why in workplace wellness, the goal is not to force discipline but to create support.

Employees should never feel judged for their choices. Instead, organisations should focus on building spaces for them that make healthier choices easier and more accessible. With this in mind, we made few changes:

Healthier Choices Became the Default

Healthier options became the default option and that does not mean unhealthy foods disappeared from the menu. People still have choices. But now, nutritious foods are more visible and more available. Thus, we focused on encouraging healthier behaviour without limiting personal freedom.

Physical Activity Are Encouraged

Many employees want to exercise. Motivation alone is not the challenge for many, consistency is also an issue. To support that, we began encouraging gym memberships. Even small increases in physical activity can lead to improvements in energy, mood, focus, and long-term health outcomes.

We Brought Sports Back into the Workplace

One of the most successful initiatives has been something simple, Cricket. We started organising regular cricket matches across branches. The benefits goes far beyond one’s physical fitness. People connected with colleagues they rarely interacted with and team spirit has also improved.

What We Learned About Workplace Health

Everyone already knows what healthy habits look like. People know that vegetables are better than chips. They know exercise is important and sleep matters. Here, the challenge is not awareness. The challenge is consistency which is influenced by the environment. If unhealthy options are constantly available, people will naturally consume more of them.

Organisations cannot control every factor affecting employee health or control all decisions employees make. But they can influence the environment in which daily decisions are made and that influence really matters. Employees pay a lot of attention to leadership behaviour. If leaders prioritise wellbeing, those behaviours become more culturally acceptable across the organisation.

As a health tech company, this lesson felt more important, and it would be hypocritical to ignore our own team’s health. So, we are building a culture where people have the support they need to be healthier tomorrow than they are today.

What are some recommendations I can include within my team for health?