Prioritizing Mental Health at Work: How to Build a Happier, Healthier Team

Why mental health at work deserves your attention

Across industries, stress and burnout are quietly eroding performance and morale. Between blurred work-life boundaries and the aftereffects of remote fatigue, many teams are struggling to stay energized. According to the World Health Organization, depression and anxiety cost the global economy around US$1 trillion each year in lost productivity.

Mental health in the workplace isn’t just about individual well-being—it’s about creating an environment where people can thrive. When employees feel supported and psychologically safe, they perform better, stay longer, and connect more deeply with their teams.

As mental health counselor Ramona Wink explains, “We are facing a mental health crisis in our country at large. It really does impact us all.”

5 reasons mental health in the workplace matters

A strong culture of care benefits both people and performance. When you prioritize mental health, employees feel more secure, focused, and valued—and that translates directly to better business outcomes. Here are five key reasons to make employee well-being a top priority:

1. It affects nearly everyone

Mental health challenges touch every workplace. One in five adults will experience a mental health issue, and nearly everyone will work with someone who does. Acknowledging that reality reduces stigma and opens space for understanding and support.

2. Burnout is widespread

Ramona notes that 89% of Americans have experienced burnout in the past year—a clear signal that chronic stress is no longer the exception. Unchecked burnout leads to decreased motivation, higher absenteeism, and lost innovation. Leaders who spot early warning signs can help prevent exhaustion before it becomes resignation.

3. It shapes company culture

The emotional tone of a workplace affects how people collaborate and solve problems. When employees are anxious or disengaged, creativity and teamwork suffer. In contrast, teams that feel mentally supported are more likely to take risks, share ideas, and trust one another.

4. It improves retention

Employees stay where they feel seen, valued, and understood. People increasingly view mental wellness as part of job satisfaction—just as important as salary or benefits. A workplace that supports brain health creates loyalty that money alone can’t buy.

5. It drives long-term performance

Healthy employees are consistent employees. Sustainable productivity depends on balancing drive with recovery. Teams that prioritize well-being are better equipped to handle challenges and maintain focus over the long term, not just during crunch times.

“One in five adults will suffer from a mental health disorder. If that person is not you, you are still impacted.”
– Ramona Wink

6 ways leaders can promote mental wellness at work

Leadership plays a defining role in how teams experience stress, balance, and belonging. When you show that mental wellness matters, your team feels safer speaking up and asking for what they need. Here are six practical ways to support mental health across your organization:

1. Set and respect boundaries

Hybrid work has muddied the distinction between personal and professional life. “There’s a blurred line between professional life and personal life. It’s really hard to step away when you’re always plugged in,” says Mallory Gothelf, founder of Find Yourself Boxes. 

As a leader, you can help by avoiding late-night emails when possible, setting clear expectations about response times, and modeling what it looks like to truly log off at the end of the day.

2. Normalize mental health days

Vacation time shouldn’t be the only acceptable reason to step away. When leaders treat mental health days like any other health need, it sends a powerful signal. “If you need a mental health day, you need to take the mental health day and tell your team,” Ramona says. “If you’ll pave that way, they’ll do the same.” 

A simple note like, “I’m taking a mental health day to recharge” can open the door for others to care for themselves too.

3. Have meaningful check-ins

Quick “How are you?” questions rarely uncover what someone is really going through. Instead, use one-on-ones to ask specific, open-ended questions: 

• How is your workload feeling right now? 
• Is anything making it hard to focus? 
• What would make the next few weeks more sustainable? 

Listen without judgment, reflect back what you’re hearing, and follow up on any action items you discuss. Over time, these conversations build trust and psychological safety.

4. Encourage use of benefits

Many employees are unsure whether it’s truly okay to use therapy benefits, coaching, or employee assistance programs. You can remove that doubt by regularly reminding your team what’s available and framing these resources as a normal part of staying healthy. 

Share general examples—like someone using counseling during a tough season—so people see that getting help is viewed as responsible, not as a problem.

5. Share self-reflection tools

 Ramona teaches a simple framework her clients can use in stressful moments: 

• What am I feeling? 

• What do I need? 

• What can I do? 

Encourage employees to use these three questions when they feel overwhelmed or stuck. 

You might even open a meeting by inviting people to silently check in with themselves using that prompt. It helps people name their emotions, identify support, and take small, realistic steps forward.

6. Integrate team-based wellness

Wellness doesn’t have to be a solo activity. Team experiences like the Employee Wellness Program bring people together to move, laugh, and reset. Scheduling these activities throughout the year shows that caring for mental health in the workplace is an ongoing priority, not a one-time initiative. 

Over time, shared wellness rituals can become part of your culture, giving employees something positive to look forward to and talk about.

When leaders combine clear boundaries, honest conversations, and tangible resources with supportive team experiences, mental wellness stops being a side topic and becomes part of how work gets done.

Building a culture that supports mental health at work

A healthy culture doesn’t just talk about wellness in the workplace—it demonstrates it daily. That starts with open dialogue and removing stigma around mental health.

Mallory explains why visibility matters: “It’s just your everyday person who has a private struggle. It’s not necessarily this big, catastrophic thing we see once it hits its breaking point.”

Ramona suggests reframing the conversation entirely. Many organizations are adopting “brain health” as a more neutral, approachable term. She also encourages managers to lead by example—casually mentioning therapy appointments or mental health days normalizes care.

When leaders model authenticity, employees feel permission to do the same. That openness can transform a workplace from reactive to resilient.

3 team building activities that strengthen mental wellness

Team building isn’t just about fun—it’s about connection, trust, and emotional well-being. Shared experiences help people notice each other’s needs and foster genuine support.

As Ramona puts it, “When we can share space and just connect with one another and look people in the eye, that is powerful.”

Here are three experiences that promote both connection and calm:

Employee Wellness Program

This experience blends movement, laughter, and light physical activity to reduce stress and lift energy. It’s ideal for boosting morale and giving teams a shared language for self-care.

Resiliency Training Workshop

Designed for hybrid and virtual teams, this workshop teaches stress management, communication, and coping strategies. “There is good stress,” Mallory says. “It forces us into action. It becomes a problem when we are in a constant state of stress.”

Meditation Team Building

Guided mindfulness exercises help employees quiet their minds and refocus. Ramona reminds us, “People need to really ramp up their self-care and have a baseline of their stress so they can keep it manageable.”

How to measure mental health initiatives in your workplace

Progress starts with listening. Use short surveys, anonymous feedback forms, and stay interviews to understand how employees are really doing.

Simple metrics—like participation in wellness programs, retention rates, or time-off usage—can reveal whether your culture is becoming more balanced.

Mallory shares a great example: “Sometimes not having it be so in your face gives people the space to feel like maybe they can share a little more.” Anonymous virtual whiteboards or pulse checks can help teams surface issues before they grow.

We also offer guidance on preventing employee burnout, so you can keep your employees feeling their best.  

Build a stronger, healthier workplace with TeamBonding

The new era of mental health at work is about empathy, connection, and daily action. As Ramona says, “If you want to retain employees, shine that spotlight on mental health.”

TeamBonding’s wellness programs help teams do exactly that—through play, mindfulness, and authentic connection. Whether in person, hybrid, or virtual, these experiences remind employees that taking care of themselves and each other is part of the job.

Start building a happier, healthier workplace today with TeamBonding!