Mental health at the workplace: Are you leading or just managing?

How’s your team doing? No, really - how are they feeling?

Are they thriving, or are they somewhere between “burnt out” and “held together by caffeine and miracles”? If it’s the latter, congratulations – you’re definitely leading people in 2025! But let’s be honest: that state of affairs screams poor mental health. But mental health at the workplace is no longer a fringe issue; the success – or failure – of your company depends on it. But how do you move from good intentions to actual change that makes your workplace genuinely supportive?

Why mental health at the workplace matters?

Once, productivity was the gold standard for success. Today, supporting your employees’ mental wellbeing is just as critical. Burnout, stress, and dissatisfaction come with steep costs.

Consider these statistics:

56% of employees feel burned out
Over 70% report work significantly affects their mental health
Unhappy employees are 10x more likely to leave your organization

It’s no longer a question of if to address mental health at the workplace but how.

Supporting HR: the foundation of a healthy workplace culture

For any company aiming to create a culture that supports mental health, HR’s role is vital. Let’s be honest, though: HR professionals can’t work miracles if they are overwhelmed. Here are some ways leaders can support HR, turning employee mental wellbeing from a dream into a practical strategy.

1. Have a clear policy

HR’s priority should be creating clear mental health policies. Without them, the company’s approach will resemble a “we’ll see what happens” attitude. Include guidelines for recognizing issues, providing support, and ensuring confidentiality.

2. Dare to talk about it

An average employee might hesitate to admit they’re having panic attacks, fearing they’ll be labeled weak or unreliable. Leaders can empower HR by supporting training sessions, workshops, and awareness campaigns. When leadership openly stands by these initiatives, it adds credibility that HR alone can’t provide.

3. Provide resources

Imagine if HR could conjure up therapists on demand. Unfortunately, such miracles are rare. Leaders must ensure financial backing for counseling, stress management training, or crisis support. While the toolkit isn’t infinite, plenty of options exist to make a difference.

4. Foster flexibility

Build a workplace where no one feels judged for requesting remote work or flexible hours. HR can guide this transformation, but only with leadership’s support.

5. Collect honest feedback

What can be improved? Regularly ask employees, anonymously, how well the company supports mental health. HR can facilitate these surveys, but leadership must champion the implementation of the results.

DEVELOR’s approach to mental health at the workplace

At DEVELOR, we don’t believe in band-aid solutions. We focus on systemic rethinking – proactively, holistically, and inspired by Carl Rogers.

What makes us different?

Psychological safety: We help create environments where employees feel valued and understood.
Tailored solutions: From emotional screening to leadership programs, our supportive solutions are customized to your challenges.
Sustainable strategies: Mental health isn’t a one-off workshop; it’s a culture, a mindset, an integral part of your organization’s DNA.

When mental wellbeing becomes deeply embedded in your company, resilience grows – and that’s a competitive advantage.

Ready to rewrite the rules?

Let’s be clear: supporting mental health at the workplace is both a moral imperative and a smart business decision. It builds loyalty, fosters innovation, and, frankly, makes life better for everyone.

Start by talking. Listen closely. And lead with action.

Igniting your growth through mental health

At DEVELOR, we don’t just treat symptoms; we address the root causes of workplace stress and burnout. Our holistic approach focuses on building resilience, fostering leadership effectiveness, and improving team dynamics to create healthier, more productive organizations.

By taking a proactive stance on mental health, leaders can unlock their organization’s full potential. Don’t wait until burnout strikes – start building a mentally healthy workplace today with DEVELOR.

Related training courses

	Resilience training: building emotional stamina Problem: Employees struggle to cope with stress and adapt to rapid change. Solution: Our “Resilience training” equips employees with the tools they need to build mental and emotional stamina. Participants learn seven key resilience factors, including optimism, self-regulation, and problem-solving. Key benefit: Employees emerge stronger, more adaptable, and better prepared to handle crises, ultimately reducing stress and absenteeism. More information here!
	Stress management: tackling chronic stress Problem: Chronic stress affects employees’ health and productivity, leading to burnout. Solution: Our “Stress management workshop” provides employees with practical strategies to manage stress before it escalates. Participants learn how to identify stress triggers and apply coping mechanisms. Key benefit: Employees learn how to manage stress in real-time, preventing and reducing burnout in the workplace and maintaining a healthier work-life balance. More information here!
	Psychological safety: thriving creativity and productivity in teams Problem: Leaders often unknowingly contribute to an atmosphere of fear and silence, leading to poor team performance, stifled innovation, and a lack of engagement. Without psychological safety, employees are reluctant to speak up, share ideas, or admit mistakes, which hinders growth and adaptability in the workplace. Solution: Our “Psychological safety training” equips leaders with the knowledge and tools to foster a safe and open work environment. Leaders are taught practical techniques to encourage open communication, manage meetings effectively, handle failures constructively, and build a culture of continuous learning. By understanding and addressing the root causes of psychological unsafety, leaders can transform their teams into high-performing, innovative units. Key benefit: Leaders can create an environment where employees feel safe to express ideas, take risks, and learn from mistakes. This leads to improved team performance, increased innovation, and greater overall engagement, driving the organization toward sustainable growth and success. More information here!
	Diversity & inclusion training: creating an inclusive culture Problem: Unconscious bias and exclusion can create a hostile work environment, affecting team cohesion and employee satisfaction. Solution: Our “Diversity & inclusion training” focuses on fostering a workplace where all employees feel included and valued. Participants learn how to identify biases and promote an inclusive culture. Key benefit: A more inclusive workplace leads to higher team performance, better employee satisfaction, and reduced turnover. More information here!
	Growth mindset: embracing change and innovation Problem: A fixed mindset limits employees’ ability to innovate and embrace change. Solution: Our “Growth mindset training” encourages employees and leaders to adopt a growth-oriented approach, making them more open to learning and taking on new challenges. Key benefit: Leaders become more flexible and innovative, fostering a culture where learning from failure is embraced, leading to increased creativity and adaptability. More information here!
	Leadership essentials: strategies for performance Problem: Many leaders struggle with adapting their leadership styles to effectively guide their teams, leading to underperformance and lack of motivation among team members. Solution: Our “Leadership essentials training” equips leaders with advanced strategies to assess team members, apply appropriate leadership styles, and provide constructive feedback, all within an engaging and experiential learning environment. Key benefit: Leaders will gain the tools and confidence to inspire and optimize their teams’ performance, ultimately driving success in line with organizational goals. More information here!
	Change management: handling change with efficiency Problem: Middle managers often struggle with handling their teams’ emotional reactions to change, leading to resistance, anxiety, and decreased morale. Solution: Our “Change management training” equips managers with modern change management techniques and tools to effectively assess and manage their teams’ responses to change. Key benefit: Managers will be able to guide their teams through change more smoothly, reducing resistance and fostering a more adaptable and resilient workforce. More information here!