Or, How to Foster Mental Wellbeing for People Leaders
Here we are, well into 2025, rounding the final stretch of Q1. We’ve got a new administration, and layoffs are making headlines, and even if your team has been spared, chances are someone they know hasn’t been. Oh, and let’s not forget everyone’s favorite time of year, the dreaded annual performance review season.
If you’re leading a team, you know that mental wellbeing isn’t just a nice-to-have; it’s a must-have. It impacts engagement, productivity, and your bottom line. Fostering a mentally healthy workplace isn’t about adding a few mindfulness posters to the break room. It takes real commitment and action.
At COR Wellness, we’ve worked with CEOs and leadership teams to implement strategies that make a difference. So, let’s talk about what works and how you can make it happen in your organization.
Mental Health Awareness Campaigns: Let’s talk about it
Mental health is just as important as physical health, but stigma keeps too many employees from speaking up or seeking help. Launching a mental health awareness campaign signals to your team that it’s okay to not be okay.
- Offer access to counseling services, workshops, and stress management resources.
- Provide training to managers on recognizing signs of burnout and distress.
- Normalize conversations about mental health in team meetings and company-wide communications.
Proof It Works: An internal study at Unilever found that after launching a mental health awareness campaign, more employees sought help, and company culture became more open and supportive (Unilever, “Mental Health: Break the Stigma”).
Diversity and Inclusion: A safe space is a happy place
A diverse and inclusive workplace isn’t just good for PR; it’s essential for employee wellbeing. It is also not just about race or gender. Neurospicy, veterans, and those with physical disabilities also rely on having access to healthy workplaces free of judgment beyond performance. People thrive when they feel valued, respected, and safe.
- Create employee resource groups and safe spaces for different communities.
- Ensure that leadership reflects the diversity of your workforce.
- Offer DEI training that goes beyond check-the-box compliance.
The Numbers Don’t Lie: Employees who trust they’ll be treated fairly at work are 9.8 times more likely to look forward to their job and 6.3 times more likely to take pride in their work (Harvard Business Review).
Workplace Wellness Programs: More than just free fruit
Wellness programs should go beyond educational videos and occasional yoga classes. Real wellness means supporting physical, metabolic, and mental health.
- Offer stress management and mindfulness programs.
- Reward employees who contribute to a healthy workplace.
- Provide onsite coaches, wellness stipends for gym memberships, therapy, or wellness apps.
We See It Firsthand: We’ve helped companies implement wellness programs that show measurable improvements in employee engagement, retention, and overall wellbeing. Want proof? We’d love to share our success stories.
Flexible Work: Because life happens
Rigid 9-to-5 butts-in-seats schedules are outdated for many roles. Sales teams have enjoyed flexible work for decades, and they are often some of the most productive employees who drive the organization’s bottom line. Even if your organization relies on employees being on-site, your employees need flexibility to balance work and life without added stress when needed.
- Offer access to counseling services, workshops, and stress management resources.
- Provide training to managers on recognizing signs of burnout and distress.
- Normalize conversations about mental health in team meetings and company-wide communications.
Backed by Research: A report by FlexJobs and Mental Health America found that flexible work options significantly reduce workplace stress and improve mental wellbeing.
Mental Health & Leadership Training: Empathy over ego
Leaders set the tone. When managers show emotional intelligence, empathy, and active listening, employees feel supported and valued. We have two ears and one mouth for a reason, right? Support often comes from listening and doing your best to understand. Not problem-solve or, worse, judge and make it about you.
- Train managers to recognize and address mental health challenges.
- Encourage open-door policies for honest, judgment-free conversations.
- Hold leadership accountable for creating a positive work environment.
The Data Says So: A study in the International Journal of Environmental Research and Public Health found that when managers receive mental health training, employees feel more supported, and workplace stigma decreases.
Regular Check-Ins: More than just “How’s it going?”
Annual reviews don’t cut it. And let’s face it, they suck, and they are a huge source of stress for everyone. Employees need ongoing feedback and recognition to stay engaged and motivated.
- Make 1:1s a regular thing, not just when there’s a problem.
- Provide constructive feedback that helps employees grow.
- Celebrate wins, big and small, to keep morale high.
What Works: Gallup’s State of the American Workplace report found that regular feedback boosts employee engagement and mental wellbeing.
Employee Assistance Programs (EAPs): Real support, real results
EAPs provide confidential counseling and support services that employees can access when they need help.
- Promote EAPs regularly so employees use them.
- Make sure the services are easy to access and not buried in an HR handbook.
- Track usage (anonymously) to see how well the program is working.
Why It Matters: Employees who use EAP services report improved mental health and reduced absenteeism (Journal of Occupational and Environmental Medicine).
How COR Wellness Can Help
Every company is different, which means a one-size-fits-all approach to mental health just won’t work. That’s where we come in. We assess your unique needs and tailor solutions that make an impact. We know the HR team is overwhelmed, and we can be that right hand helping deliver and remind employees of all the wonderful benefits they’ve worked so hard to put into place. Our team of expert coaches is passionate about supporting employees and trust us, our clients can feel the difference.