Mental health conversations at work are often treated like fire drills — important, but uncomfortable and delayed until necessary. But in 2025, when burnout is a top workplace challenge and stress affects focus, retention, and culture, talking about mental wellbeing isn’t a nice-to-have. It’s essential.
Many employees don’t relate to terms like emotional regulation. What works better?
“Feeling overwhelmed?”
“Need a quick breather?”
“We’re here if you want to talk.”
Simple language opens doors. And when the language is easy, honesty follows.
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Mental health shouldn’t appear once a year. Let it live in daily routines:
“2-minute check-ins during team huddles”
“Wellness nudges on Slack or Teams”
“Monthly “pause sessions” for everyone”
These small signals go further than one-off events.
Employees often open up to managers before reaching out to HR. But managers aren’t trained to respond. Practical guides can help:
“How to respond when someone says they’re not okay “
“3 ways to listen without offering a solution “
“Go-to list of expert support contacts “
It’s not about turning managers into therapists — just giving them the tools to care.
Wellness support fails when no one knows it’s there. Try these:
“Share a live wellness calendar”
“Add reminders to your company newsletter “
“Appoint team wellness champions “
If it’s easy to see, it’s easier to join.
Everyone connects with wellbeing differently. Offer choices:
“Onsite fitness classes for movement lovers “
“Online wellness hub for self-paced support “
“Health camps at office for quick, expert access “
More comfort = better participation.
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