Companies are always looking to differentiate themselves and thus be able to be more successful in the competition in which they operate in an increasingly open and globalized market. Therefore, although with caution, new approaches and trends often turn into fashions. And as in many fashions it becomes more important what it looks like than what it is. Today concerns about well-being and prevention of psychosocial risks have reached some companies. But from the application of plans with scientific evidence to the promotion of healthy workplaces, with a guaranteed return on investment, we have quickly jumped to ocasional happiness initiatives. After some time we have forgotten what gave rise to the concern and effort, and as it is fashionable we see everyone doing the same kind of initiatives that promise happy workers, indeed more like marketing than reality, as happened with the old FNAT - National Federation for Joy at Work , here in Portugal, before April 25, 1974. Sometimes well-being was replaced by wellness too. They are different but often confused. In a while, we do the math, and we realize that there are no expected results and we throw the baby out with the bath water, that is, we stop investing in what is critical for people's health at work and for more sustainable organizations (or we never get to invest) at the same time as we change of fashion. Let's look to what psychology and psychologists have to say and use what science can give us to work and live better in our organizations that are made of behaviors, emotions, motivations and decisions. Looking at the well-being side of organizations.
