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May is Mental Health Awareness Month
May is a good reminder to use the PBAR framework: Pause > Breathe > Analyze > Respond. Let’s reflect not just on wellness initiatives, but on how we actually feel at work.
I recently attended the Wellbeing at Work Summit and participated in the panel discussion Workplace Wellbeing and Mental Health: From Intention to Accountability hosted by Hacking HR and here are some insights:
The data shared by The Prinz Law Firm reinforced what many of us already feel and know:
- 94% of employees would stay longer at organizations that invest in their development
- Employees who feel valued are 3x more likely to stay
- The cost of voluntary turnover is estimated at $223B over five years
- Disengaged employees cost organizations about 34% of their salary in lost productivity
- Average legal cost per employee claim is $160K
- Wellbeing, engagement, and performance have a direct impact on customer experience.
Wellness vs Wellbeing
A simple distinction that resonated with many:
- Wellness is the action – the habits we practice.
- Wellbeing is the outcome – a broader sense of satisfaction across life.
One message consistently came up: Mental health at work is not about more programs. It’s about better systems, leadership behavior, trust and accountability.
- People are whole people. Work does not exist in a vacuum, and leaders need to meet others where they are. Engagement is closely tied to how people feel, not how busy they are.
- Leaders model what is acceptable. Teams watch what leaders do, not what they say. When leaders help teams focus on WIGs (Widely Important Goals), reinforce boundaries, and clarify priorities, people feel better and are more focused.
- Managers are the architects of the employee experience. Organizations provide resources. Managers decide how work gets done, and support individuals so they can utilize the resources.
- Burnout is not an individual failure. Organizations often implement wellness programs without addressing root causes like poor job design, constant urgency, lack of clarity, limited control, etc.
- Burnout = (Demands + Exposure + Accountability) − (Control + Recovery + Resources) as William Ajayi He also mentioned that “You cannot inspire someone out of a stress response.”
What Leaders and Organizations Can Do
Everyone has a role: Organizations create systems. Leaders are enablers and role models. Individuals integrate activities into their daily work.
- Make the shift:
- Go from coping to intentional design.
- Go from programs to integrated systems.
- Go from reactive to proactive thinking.
- Go from fragmented to integrated approach.
- Ask questions:
- How are you really feeling?
- What is draining you this week?
- What is unclear or competing for your attention?
- What exactly do you need at this moment?
- Create a psychologically safe environment: People need to feel they can speak up and be honest without fear.
- Build trust through consistency and honesty, especially during tough times. Some organizations are starting Culture Conversations to talk about what is happening in the world and how it shows up at work. Vulnerability matters!
- Design work intentionally: Help others prioritize tasks, reduce unnecessary complexity and navigate change effectively.
- Integrate regular recovery as part of work and not as a reward after burnout.
What works in practice is variety and accessibility: Encourage micro breaks, offer flexibility, talk about different topics and utilize different formats, focus on art and movement, plan community events, set up a food cupboard with no questions asked. And have local champions who meet people where they are.
💡Reflection: What are the root causes in your organization? What can you do? Who can support you?
Resources for you:
👉Stay Interviews Guide for Managers to understand what keeps people engaged
👉Check out Manager Checklist to Strengthen Well-being Every Day by Hacking HR
👉Create awareness with CliftonStrengths and Energy Leadership Index Assessments
👉Invest in Leadership Power Skills workshops
📞If this resonates with you, follow me on LinkedIn or schedule a call HERE if you’d like to learn more about this topic.
👉If any of these topics resonate with you, follow me on LinkedIn.
Add your tips and best practices in the comment box below.