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Organizations are increasingly recognizing that employee wellness is more than offering gym memberships or health insurance—it’s about creating a culture where mental health is prioritized and supported meaningfully.

During our latest Leadership Labs event, Wellness in the Workplace: Making Employee Care and Wellbeing a Strategic Priority, HR and talent experts gathered to explore what it truly means to foster a thriving workplace.

From systemic mental health strategies to breaking down generational expectations, the conversation was both insightful and actionable.

Meet the Speakers

• Dr. Sarah Adler, Stanford psychologist and founder of Wave
• Tara Davis, Senior Director, Internal Communications & Staff Wellbeing at the APA
• Lissy Alden, founder of Myndy
• Larissa May, founder and executive director of #HalfTheStory

Watch the Full Event Below!

Dr. Sarah Adler on Workplace Wellness

Dr. Sarah Adler kicked off the event with a deep dive into the importance of cultivating mental wellness in the workplace. Her presentation focused on viewing mental health as an integral part of overall health and building a culture that supports employees holistically. Dr. Adler emphasized that mental wellness should be treated with the same importance as physical health, and that companies need to address wellness at a systemic level rather than placing the burden solely on individuals.

She highlighted how a supportive workplace culture is key to reducing absenteeism, healthcare costs, and increasing productivity. Dr. Adler also pointed out the generational shifts happening in the workforce, particularly with Gen Z, who bring different expectations around mental health and work-life boundaries. To foster an effective environment, Dr. Adler recommended open communication, clear job expectations, hiring for a good cultural fit, and a culture of regular feedback.

Key Takeaways from Dr. Adler’s Presentation

• Mental wellness should be treated with the same importance as physical health, with a focus on systemic, not individual, solutions.
• Thriving employees lead to lower absenteeism, reduced healthcare costs, and increased productivity.
• A supportive workplace culture is crucial to fostering mental wellness.
• With Gen Z entering the workforce, there is a shift in expectations around mental health and work-life boundaries.
• Companies should foster open communication, set clear expectations, prioritize a good fit during hiring, and establish a culture of regular feedback.

Panel Discussion Highlights

The panel discussion centered on how organizations can support employee wellness in a meaningful way, with experts providing diverse perspectives on what truly works in practice.

How Can Organizations Genuinely Support Holistic Well-Being?

Companies need to move beyond mere compliance to genuinely support their employees’ financial, mental, physical, and career well-being. Tara Davis emphasized that it starts with viewing employees as whole individuals rather than just producers. “At APA, we use psychological science and employee feedback to make decisions,” she explained. Training managers to be empathetic and supportive is crucial: “Train your managers to be good humans—ask how can I support you, and know what to do with that information.”

Lissy Alden built on this by highlighting the importance of transparency and including employees in the conversation about their own well-being. “It’s about making these tools and solutions available to everyone and ensuring employees are part of the conversation,” she noted. This inclusion helps employees feel valued and heard, which is key to effective wellness programs.

Larissa May added a generational perspective, underscoring that peer-led initiatives are particularly effective for Gen Z. “Chances are, Gen Z is not going to think most benefits are cool unless they hear it from someone like them,” she said. She stressed the importance of having younger leaders talk about mental health benefits to ensure that they resonate with younger employees.

Addressing the Always-On Culture

The panel then discussed the challenges posed by the always-on work culture, especially with remote work blurring the boundaries between personal and professional life. Larissa May pointed out that the issue isn’t just about work—it’s about an “always-on social culture” that contributes to burnout. She said, “Employers need to have hard conversations about digital boundaries and triggers, especially for Gen Z.”

Tara Davis emphasized the importance of flexibility and intentional planning. “We created a ‘Meet with Purpose’ campaign—ending meetings 5-10 minutes early, having an agenda, and clarifying if video is required,” she explained. This approach helps employees manage their time better and reduces unnecessary stress.

Lissy Alden added that leadership needs to model healthy behaviors to set the right tone. “Creating a culture where everyone feels confident to express their needs starts from the top,” she said, underscoring that leadership behavior sets the standard for the entire organization.

Effective Tools and Strategies for Mental Health and Well-Being

The discussion also covered specific tools or services that organizations could use to support employee well-being. Lissy Alden emphasized that there’s no one-size-fits-all solution. She suggested, “Create feedback loops and let employees guide what works for them.” This flexibility allows companies to adapt their wellness initiatives to suit the unique needs of their workforce.

Larissa May recommended incorporating “micro moments of mindfulness” into the workday. “We do walk-and-talk meetings or start calls five minutes past the hour,” she shared, highlighting small but impactful changes that can help employees manage stress and stay engaged.

Tara Davis noted the value of experimenting and being transparent about the process. “We say we’re ‘piloting’ things to make employees feel comfortable with failure,” she said. This approach not only encourages innovation but also ensures that employees feel involved in shaping wellness programs.

Helping Employees Avoid Guilt Around Using Mental Health Supports

The panel discussed how to help employees feel comfortable using mental health resources without guilt. Lissy Alden suggested that changing the language around mental health can make a big difference. “Using terms like ‘mental fitness’ instead of ‘therapy’ can make it more approachable, and leadership needs to model these behaviors,” she explained. By normalizing mental health conversations, employees are more likely to feel comfortable seeking the help they need.

Tara Davis echoed this sentiment, stressing the power of personal stories. “Modeling from leadership is critical—it’s about normalizing that taking care of your mental health is part of being your best self,” she said. When leaders share their own experiences, it helps destigmatize mental health and encourages others to take advantage of available resources.

Final Words of Advice for Those Struggling with Mental Health

The panelists each shared advice for those struggling with mental health. Larissa May offered a perspective of acceptance and patience: “The only constant is change. Let the feelings come, let them go, and just aim to make it through the day.” This simple but powerful message encourages resilience without placing undue pressure on individuals.

Lissy Alden emphasized the importance of taking small, actionable steps. “Sometimes it just takes a two-millimeter shift to change everything. If you’re stuck, reach out to a friend to help unlock that shift,” she said. Her advice underscores that even minor changes can have a major impact on well-being.

Tara Davis suggested assuming good intentions in others and reframing how we view our interactions. “Assume people are trying to do their best, and try to imagine them as the hero of their own story,” she shared. This mindset can help foster empathy and reduce conflict, contributing to a more supportive work environment.

Key Takeaways and Resources

• Leadership Sets the Tone: Leaders must model healthy behaviors and normalize conversations about mental health to foster a supportive culture.
• Holistic Wellness is Multi-Faceted: Effective well-being strategies should address mental, financial, physical, and emotional needs, with solutions tailored to individual employees.
• Generational Shifts Matter: As Gen Z enters the workforce, companies need to adapt their wellness programs to meet the changing expectations of a younger, more vocal generation.
• Normalize Mental Health Conversations: Using approachable language and encouraging leadership to share personal stories can help reduce the stigma around mental health.
• Small Changes Have Big Impacts: Whether it’s small shifts in scheduling, creating micro-moments of mindfulness, or role modeling boundaries, incremental changes can significantly enhance employee well-being.