Emotional health has gained a lot of visibility over the past few years, even more since the pandemic. Because it might not be visible, and in some organizations and cultures less recognised and seen as a factor of weakness (it is not easy to say you are not doing ok), it might be harder to apprehend.

Get a clear communication that Emotional health is recognized by the company & leadership (to show that the company supports it and encourage the employees to speak up), share personal stories (so people can relate to it), and build a program to develop a few visible actions, it will help.

HR can survey employees on what would make a real difference in their daily life at work, to measure their happiness and well-being level.

Direct managers should check on their employees wellbeing on a regular basis, and try to preserve the team spirit through e-drinks or e-breakfast where chit-chatting is encouraged (like talks around the coffee machine).

Train your managers to develop their confidence and reduce temptations of micro-managing, that can lead to frustrations, disengagement and potentially harassement postures.

A few ideas below that you can implement:

• Propose an EAP (Employee Assistance Program). This is external and confidential counselling, where your employees can call a professional counseller on a variety of topics and get tailored advice (financial, health, stress, family issues...)
• Put in place some stress relief activities (mindfulness, meditation, yoga, break room, ...). There is also a few apps that can supplement an on-site approach (sleepio, mindfulness apps... see below)
• Raise awareness in participating in annual activities such as the mental health awareness month (October)