How to Build a Workplace Wellness Culture

Let’s be honest, some workplaces feel more like pressure cookers than places of purpose. Deadlines. Back-to-back meetings. Constant alerts. And somewhere in all of it… you forget to breathe. But people aren’t productivity robots. We’re human. And our ability to perform is directly tied to how well we’re doing mentally and emotionally. Here’s the problem: Too many workplaces still run on outdated norms: “Just push through.” “Sleep when you’re dead.” “If you’re not stressed, you’re not working hard enough.” But burnout doesn’t happen because people are weak. It happens because we’ve been conditioned to ignore our own well-being. Imagine instead hearing:  🔹 “Take care of yourself, we need you well, not worn out.” 🔹 “Your presence matters more than your productivity today.” 🔹 “It’s okay to pause. Clarity comes when you slow down.” 🔹 “You don’t need to have all the answers right now.” 🔹 “Let’s take 5 minutes to reset, your mental health matters.” 🔹 “You’re not alone in this. How can I support you?” 🔹 “Progress is more important than perfection.” 🔹 “It’s okay to feel overwhelmed. Let’s work through it together.” These are the phrases that build resilient cultures. Not just “feel-good” statements but scientifically backed shifts that lower stress, increase clarity, and create trust. Here are a few small but powerful things you can do: 1. Take 60 seconds to do nothing between meetings. No scrolling. Just breathe. 2. Change one internal phrase from “I have to” → “I choose to.” See how that feels. 3. Replace “I’m fine” with a more honest version. Even with yourself. The truth is: Mental health is performance health. And resilience isn’t built by grinding harder, it’s built by recovering smarter. You don’t have to wait for someone else to say the phrase you need to hear. You can speak it first—to yourself, your team, or your peers. 👇 So what’s the phrase you wish you heard more often at work? Share it below. Let’s make work more human together. #Resilience #MentalHealthAtWork #WorkplaceWellbeing #EmotionalIntelligence #HighPerformanceCulture

Forget kombucha kegs and popular wellness apps; let's build a workplace that sparkles! The 55-billion-dollar-growing corporate wellness industry promises rainbows and sunshine with meditation apps and kale smoothies. But let's be honest, folks – are these trendy perks just sugarcoating a burnt-out office pie? As an entrepreneur, I used to be all in on the "wellness facade." Fitness trackers, yoga on tap, you name it – we had it all. Yet, something felt off. Like a fancy cake missing the crucial ingredients, you know? A recent study by Fleming et al. (2023) confirmed my gut feeling: these individual-level wellness programs don't always bake the cake of true well-being. Fancy sprinkles are lovely, but they won't nourish your team from the inside out. So, what are the fundamental ingredients for a workplace that sparkles? It's all about fostering a culture of: ➕ Psychological safety: A space where everyone feels comfortable sharing ideas, even when vulnerable. Think cozy campfire vibes, not judgmental conference rooms. ➕ Meaningful work: Connect your team to the bigger picture. Show them how their work matters, like each piece forming a beautiful mosaic. ➕ Open communication: No more micromanagement! Transparency, regular feedback, and a constant flow of ideas – create a space where everyone feels heard and valued. These authentic ingredients for a well-being cake that rises high and tastes delicious. Sure, wellness programs can be the icing on top, but they're just empty calories without the foundational layers. The Fleming et al. (2023) study reminds us to ditch the band-aids and focus on systemic changes that truly nourish our teams. So, fellow entrepreneurs, let's stop baking burnt pies and start crafting well-being masterpieces together! Let's build workplaces that sparkle from the inside out, one slice of genuine care at a time. Ready to ditch the kombucha kegs and shiny yoga programs? What is your actual recipe for workplace happiness? #corporatewellness #healthtechinnovation #healthtech #wellnesstech https://lnkd.in/ee7865Xh

What did I learn from five years of planning global Mental Health Awareness Month (May) and World Mental Health Day (October) speaker events and programs?? Here are my top 4 tips: 1. Content that is inclusive of all people facing mental health challenges, and not just individuals with diagnosed mental health conditions helps reduce stigma and should be part of any emotional well-being curriculum. ▶ EVERYONE experiences both eustress and distress, and persistent distress causes chronic health conditions. Read that sentence again. 2. Mental Health programs in the workplace should include mental health challenges that happen due to work stressors. ▶ Psychosocial risk factors at work, like excessive workload, poor prioritization skills, lack of autonomy, inability to time manage, etc...are much more harmful than they seem to emotional well-being (see the infographic below). 3. Programs need to be dynamic (not didactic) and should offer resources tailored to the root problems. ▶ A few years back, I stopped bringing in speakers who did not offer practical tips that could be applied in the workplace. Meditation, walks, and journaling are incredible tools, but they aren't for everyone and don't fix everything. -Attendance skyrocketed when I held sessions on topics that targeted workplace stressors. 4. Programs and resources are table stakes, but they alone don't fix the problem! ▶ We honor these milestones, because stigma exists. At the same time, if we do not address challenges to workplace culture with long-term strategies, we are merely helping people get well and placing them back in to the same situations that made them unwell in the first place. Programs alone aren't the answer AND we need to start the conversation somewhere. If you are interested in having me speak, consult, or coach in your organization, please visit my website and book a free consultation: https://lnkd.in/ekC_fn8H #mentalhealthmatters #workplacewellbeing #stopthestigma

🌟 Hey folks! Ever feel the weight of discussing mental health at work? I get it. As someone living with bipolar, these conversations have been a significant part of my journey. At first, it felt daunting, but starting small, practicing active listening, and building genuine connections transformed the culture in my workplace. In those "How was your weekend?" or "How are you?" moments, I learned the power of active listening. It's not just a casual question; it's an opportunity to connect on a deeper level. By asking follow-up questions and genuinely caring about my colleagues' lives, emotions, and needs, I created an environment where others felt safe to open up. This active listening not only built trust but also allowed us to share personal experiences and vulnerabilities. Research consistently shows that establishing meaningful connections with coworkers doesn't just increase happiness but also boosts productivity and fosters a sense of community at work. It's a win-win strategy that transforms workplace dynamics. We are also in such need of compassion and empathy these days. 💫Take the first step. Share your weekend plans and actively listen. Transform your workplace into a space where everyone feels seen and heard. So, what are your weekend plans?

May is Mental Health Awareness Month. I strongly believe that managers have a responsibility to look out for the mental health and wellness of those they lead. Wellness is a topic that I have been teaching the importance of for over 40 years. We define the word as, "a state of physical, mental, and emotional fitness". To one person, wellness means being able to enter the Dead Sea Marathon and finish in 4 hours. To others, it may mean finally being free of a migraine headache after a long day in the office. In the workplace, it's important to notice if something is wrong or if your employees' work habits change dramatically. Don't wait! Ask how you might help and then collaborate on a plan. ➡Try this! 💡Notice your employees. Listen to them: pay attention to what they say--or don't say! 💡Be aware of the signals you send through your tone of voice, attitude, world selection, body language, and even timing of the conversation. These signals say more than words alone can say. 💡Have an open-door policy. Encourage employees to stop by to vent, share ideas, and more. 💡Empathize. Let them know you hear them, care about them, and have their backs. Below is a resource of mine to check out. It lists 26 questions managers can ask their employees in an effort to make them feel heard, seen, and content.

With nearly 60% of employees reporting work-related stress, according to an American Psychological Association survey, the importance of prioritizing employee wellbeing is more evident than ever.   I recently had the privilege of developing and facilitating an empowering wellness training experience for our new sales leaders. The focus was to incorporate wellness into their leadership approach and self-care routines. This session integrated research-backed techniques such as breathwork, mindfulness, and understanding the psychology of stress. The closing highlight was a mindfulness session that incorporated sound bowls - the team's immersion and positive feedback were truly heartening.   Research shows that these practices can boost focus, creativity, and resilience by over 30%. When companies and leaders invest holistically in their people - allowing time to reset, refuel, and authentically support overall wellbeing - teams become healthier, more engaged, and primed for innovation.   Wellness is a core principle in building an effective DEI&B program. As Simon Sinek eloquently puts it, “When we feel cared for as human beings, we care more about our work.” Investing in mental and physical health isn't just a "nice-to-have," it's a genuine competitive advantage.   At the end of the day, we are all human beings, not just “employees.”   Here are 5 simple ways to be more mindful about wellness: 1. Morning Mindfulness: ... 2. Midday Movement: ... 3. Evening Unplug: ... 4. Hydrate and Nourish Mindfully: ... 5. Practice Gratitude: ... Remember, wellness is not about making large, sweeping changes...   I am honored to bring my career passion for people, culture, DEI&B, and wellbeing to Novo Nordisk. Supporting others to thrive is deeply meaningful work that fuels my own purpose and growth. Novo truly recognizes the value of holistically investing in employees.   When we support our teams, we all rise higher. I am proud to build the future of work with an organization that aligns so closely with my values.   I pose this question to you: How are you prioritizing wellness? I'd love to hear your insights below ...

Over the last 3 years, the pandemic has highlighted the impact #mentalwellbeing has in the #workplace. Some employers have developed initiatives to address the issues, some have just had one-off trainings to check a box, and still some have done nothing. What research continues to show us is that #leadership plays an important role in addressing the core impact of #mentalhealthintheworkplace. As I've talked with my clients over the past year, I have shared 4 things that I feel are important in leading mental health at work. 1. Gain clarity on what mental health is and what it is not. We all have mental health, like we all have physical health. But, some of us (myself included) have mental health challenges such as #anxiety, #depression or #substanceusedisorders. 2. Evaluate your organization's #culture and determine what you need to change. This can be hard because you have to look "under the rug" and talk about the things many organizations want to avoid. 3. Develop a strategy! One off trainings are not going to change culture. You must create a plan based on your organization's needs and one that supports your existing priorities. 4. Lead by modeling! It is critical that #leaders lead by example by prioritizing their own mental well-being. If you're telling your staff not to respond to emails on weekends, but you're sending them emails yourself, you're contradicting yourself. As workplaces continue to evolve, any efforts to prioritize mental health is worthwhile. If your organization is looking for additional support in taking the next steps, please comment below. #mentalwellness #workplacementalhealth #workplacestress #mentalhealthawareness #wellbeingatwork #workplacewellness #employeementalhealth #employeewellness #employeeretention #selfcare #DEI

Think your company is great? Let me ask you a question: Is your company a "people over profits" or a "profits over everything" company? Given the overwhelming events of the past 5 years, it's evident that employee mental health is having a greater impact on businesses than ever before. Many leaders might hesitate at the thought of focusing on employee mental health, investing more in company culture, or evolving into a "business centered on happy and healthy employees." But if they want their company to survive and thrive in the coming years, it’s an idea they should get behind. I get that this may be a huge pill to swallow for executives who traditionally center their attention on the bottom line, so let me break it down for you. Here are 3 things you can change right now, free of charge: 1. Embrace employee emotions at work and validate them Insisting that emotions be left outside the workplace in order to "complete tasks" is a surefire way to cultivate a culture of emotional restraint rather than one of collaboration, compassion, or empathy. 2. Make it a safe space for employees to talk about their mental health Creating an environment within an organization where everyone feels safe to talk about sensitive and personal details can be a significant challenge, especially for leadership. I learned the hard way how to dodge, duck, dip, dive, dodge leadership in many of my previous jobs in order to hide "how I was feeling." If I would have been able to talk about it and feel heard, I would have saved the company a bunch of sick days (absenteeism), been more productive and present at work (presenteeism), and even been a better (and happier) employee. 2.5. Model behaviors as a leader Can we finally put the stigma to rest and admit that mental health challenges affect us all? Including, but not limited to: C-Levels, Executives, anyone with a pulse can or will experience stress, anxiety, burnout, depression... the list goes on. Creating a positive mental health culture starts with you facing your own mental health challenges and then modeling the behaviors you want to see from your employees. 3. Always ask for help You may need to hire a better mental health provider or find a company culture specialist to come in and revamp some things, but that's a bigger bill that needs serious consideration. What you can do is grant time-off to an employee who is seeking therapy or let them go on company time, helping them find or pay for it, giving mental health days, these are huge ways to help that are a short-term financial investment. We all have business goals to meet, but we can’t meet them if our employees are unhappy, unhealthy, on their way out. #taylorthoughts

Happy Weekend, Everyone! I want to address a topic that's often overlooked but critically important: burnout at work. Many of us have experienced it firsthand or seen its impact on colleagues. Burnout isn't just feeling tired or stressed—it's a serious condition that can affect our mental and physical well-being. In today's fast-paced world, where productivity and performance are often prioritized over well-being, burnout has become increasingly prevalent. It's a silent epidemic that affects professionals across industries. From my own experience, I've learned that burnout doesn't discriminate—it can affect anyone, regardless of their role or seniority. Long hours, constant deadlines, blurred boundaries between work and personal life and dysfunctional work environments all contribute to this issue. As professionals, we need to start talking about burnout openly. It's not a sign of weakness but rather a signal that something in our work environment needs to change. Employers play a crucial role in creating a supportive workplace culture that values work-life balance, mental health, and employee well-being. To tackle burnout, consider implementing these steps: 1. Recognize the Signs: Educate ourselves and our teams about the signs of burnout, such as exhaustion, cynicism, and reduced effectiveness. 2. Promote Work-Life Balance: Encourage boundaries between work and personal life. Respect time off and discourage a culture of constant availability. 3. Prioritize Self-Care: Encourage activities that promote physical and mental well-being, such as exercise, mindfulness, and hobbies. 4. Advocate for Change: Start conversations about burnout with colleagues and leaders. Advocate for policies that support mental health and well-being in the workplace. Let's work together to create workplaces where people can thrive, not just survive. Together, we can make a difference and build a healthier, more sustainable work culture. I'd love to hear your thoughts and experiences with burnout. How do you think we can address this issue collectively? 💡 #Burnout #WorkplaceWellbeing #MentalHealth #WorkLifeBalance #CareerDevelopment #ProfessionalGrowth #humanresources

Day 5 - Integrating Mindfulness into Workplace Culture It’s easier to integrate #mindfulness into your workplace culture when your leadership is on board. The leadership at Johns Hopkins Medicine (JHM) is on board! JHM regularly has town hall meetings to update our community on important topics. Our organization spans the state of Maryland, D.C., northern Virginia and into the Tampa Bay, FL region. For those who can’t attend in person at Johns Hopkins Hospital, the town hall is offered via tele video conference. Our most recent town hall opened with a 4-7-8 breathing exercise. While the breathing pattern is relatively easy to learn, the path to integrating mindful breathing into the workplace culture is not. 👉 Four years ago, I started to map out our mindfulness strategy. 👉 Three years ago, Inez Stewart, CHRO approved a new position, to bring a certified mindfulness instructor into our organization. 👉 Two years ago, Jennifer Salaverri, LCSW-C joined us as that mindfulness instructor. 👉 Last month, Kevin Sowers, President of the Hopkins Johns Health System Corporation, invited Jennifer to lead the mindfulness breathing exercise at our town hall meeting. Creating a well-being culture takes some time, but it is very rewarding. You don’t have to guess how to build a well-being culture at work. You do need to know however, the six well-being culture building blocks. Like this post? Hit 👊 my face 🤕 above and touch the 🔔on the right side of my profile page. 😉 #LeadershipDevelopment #HumanResources #WellbeingAtWork