In an age defined by permacrisis—a state of ongoing instability and uncertainty—employees are navigating constant change, blurred boundaries between work and life, and rising levels of burnout. According to a 2024 report from the American Psychological Association, 77% of workers report experiencing work-related stress, and nearly 3 in 5 say that stress negatively impacts their performance.
As leaders, we can't afford to ignore this, but often we do out of fear – fear of how to respond or fear of creating an HR issue. As leaders, our perceptions of stress and psychological strain during our careers may differ from those of our team.
Lessen the Stigma Around Mental Health in the Workplace
Despite growing awareness, stigma around mental health in the workplace remains a reality. There are several reasons why mental health might seem to be stigmatized in the workplace:
- Fear of Judgment: Employees worry they’ll be seen as weak, unreliable, less competent, or less committed if they admit to struggling.
- Silence and Avoidance: Mental health is rarely talked about openly, creating the impression that it’s off-limits or taboo.
- Double Standards: Taking a sick day for a physical illness is normalized, but taking one for mental health may be questioned or quietly criticized.
- Lack of Visible Support: Even when resources like EAPs are available, employees may avoid using them due to concerns about confidentiality or repercussions.
- Leadership Discomfort: Many leaders feel unprepared or afraid to say the wrong thing, so they say nothing at all—which reinforces the silence.
At its core, stigma discourages people from getting help, asking for what they need, or even acknowledging when they’re not okay. And when that happens, performance, engagement, and retention all suffer.
The good news? Leaders can play a powerful role in reducing stigma.
Normalize the Conversation Around Mental Health
Leaders play a pivotal role in creating a workplace where mental health is not just acknowledged but openly and safely discussed. That doesn’t mean becoming a therapist or asking invasive personal questions. It means setting a tone of trust, respect, and psychological safety.
Before we can create a sense of psychological safety, as leaders, we need to be aware of our own, perhaps subtle biases towards mental illness. How do we view mental health? Should people “power through” or seek help? Are we able to separate people’s strengths and contributions from our judgments about their mental health needs? We need to exhibit a great deal of self-awareness in identifying any potential biases before we can establish an environment of open and transparent communication.
We need to be willing to acknowledge when things are stressful and talk about how we manage pressure. It doesn’t help to pretend that internal and external pressures aren’t happening. This helps reduce stigma and signals that stress and other mental health topics aren’t taboos.
To reduce the fear of talking about mental health by lessening the possible negative effects, try the following:
- Focus on behavior and well-being rather than assumptions or diagnoses. “I’ve noticed you’ve seemed a little quieter than usual. I just wanted to check in—how are you doing?” [See below for more ways to open a conversation.]
- Avoid asking for personal health information and diagnoses or making judgments about diagnoses.
- Keep the conversation centered on the support and resources the organization offers.
Remember that leaders don’t need to have all the answers—they need to create space where people feel safe to speak up and then connect them to the right resources when needed.
Using Resources Like Wellness Programs and EAPs
Offering an Employee Assistance Program (EAP) or a wellness program is important, but not enough. Many organizations already have these in place, yet usage remains low.
Make sure employees know what’s available and how to access it. Normalize these benefits by incorporating them into onboarding, regular communications, and team meetings. Highlight when they’re relevant (e.g., following a tough news cycle or organizational change) to reinforce a culture of care.
Consider other wellness offerings as well, such as mental health days, meditation apps, coaching, or wellness stipends.
Create an Environment That Promotes Mental Health Every Day
Supporting mental health isn’t just about observing Mental Health Awareness month--it’s about how your workplace functions daily.
- Lead by Example – If you email at midnight, skip vacations, or avoid taking breaks, employees will feel pressure to do the same. Model healthy boundaries and self-care.
- Train Managers to Recognize and Respond – Equip people managers to identify signs of burnout or distress and respond supportively. This might include formal training, toolkits, or even simple scripts to start the conversation.
- Recognize Contributions and Milestones – A culture of appreciation boosts morale and fosters connection. Celebrate achievements, big and small. A quick “thank you” or public recognition can go a long way.
- Offer Flexibility and Autonomy – Flexible work arrangements aren’t just a perk—they support mental health. Giving people more control over their time can reduce stress and enhance their well-being.
- Encourage Social Connections – Foster a sense of community. Connection and belonging are powerful antidotes to isolation and burnout.
Align Mental Health Support with Organizational Values
Valuing people means valuing their total health and well-being. Providing mental health support aligns with many organizations’ core values, giving us as leaders even more reason to provide it.
If your organization claims to value people, well-being, or inclusion, ensure that these values are reflected in everyday decisions and practices. Employees are quick to notice when messaging doesn’t match reality.
Rethink Workload and Job Design
No amount of yoga or mindfulness apps can offset unrealistic workloads. One of the most powerful mental health supports you can offer is reasonable expectations.
Regularly assess whether roles and priorities are manageable. Invite teams to name what’s not working and be open to rethinking goals, timelines, or processes. Protecting mental health means being willing to say, “This is too much,” and adjusting accordingly.
Make Inclusion Part of the Mental Health Conversation
Mental health isn’t one-size-fits-all. Factors like race, gender identity, caregiving responsibilities, and neurodiversity influence how employees experience stress and how safe they feel seeking support.
Mental health strategies should reflect this complexity. Create space for different needs and experiences. And make sure your leaders and managers are trained to support diverse teams with empathy, awareness, and without bias.
A Call to Action
Mental health support isn't a one-time initiative or a line item on a benefits brochure—it’s a leadership practice. And it starts with small, consistent actions.
What’s one thing you can do this week to better support your team’s mental health? Whether it’s checking in more intentionally, revisiting workload expectations, or modeling better boundaries, every step matters.
Sample Leadership/Manager Messaging
- “I’ve been thinking a lot about how we’re all managing through so much change and uncertainty. If you ever need to talk or need support, I want you to know I’m here to listen and connect you to resources.”
- “If you're ever feeling overwhelmed, please know that you can speak up.”
- “We all experience stress, burnout, and emotional ups and downs—talking about it is a sign of strength, not weakness.”
- “Mental health is just as important as physical health. If you're struggling, you're not alone—and support is available.”
- “It's okay to not be okay. What’s not okay is feeling like you have to go through it alone.”
- “We want our workplace to be a safe place to talk about what matters. That includes mental health.”
- “Taking care of your mental health isn’t a distraction from your work—it’s part of being able to do your best work.”
- “Using counseling services or asking for support is a responsible step, not a problem.”
- “Asking for help is a sign of courage and self-awareness. If you're navigating a tough time, we want you to use the resources available without hesitation or fear of judgment.”
- “Whether it's the EAP, wellness program, or a simple conversation with a colleague, there’s no shame in prioritizing your mental well-being.”
