Did you know that almost 3 of 4 employees report experiencing negative mental health at work?¹ This highlights the need for organizations to take action. Prioritizing well-being strengthens teams, improves retention and enhances job satisfaction. Addressing mental health isn’t just about individuals. It benefits your entire organization.

The good news? Small, meaningful changes can make a difference.

Why is mental health important in the workplace?

Mental health directly affects how employees think, work and interact. Unchecked stress, anxiety and burnout reduce focus and efficiency. Depression and anxiety cost the U.S. $1 trillion per year in lost productivity.²

But the effects aren’t limited to individuals. Poor mental health can disrupt team dynamics, weaken collaboration and impact overall business performance. Early support and proactive strategies can prevent long-term issues and help create a more resilient, engaged workforce.
The American Psychological Association defines mental health as a state of mind characterized by emotional well-being, healthy behavioral adjustment and the ability to manage daily stressors while forming meaningful relationships.³ In the workplace, this shows up in how employees handle pressure, adapt to change and maintain their sense of stability.

Start creating a workplace that supports mental well-being.

Organizations must take intentional steps to create a culture where employees feel comfortable discussing mental health. Let’s discuss some ways to improve mental health in the workplace.

Provide mental health resources and education.

Access to mental health support makes a measurable difference in workplace well-being. Organizations that offer employee assistance programs (EAPs), mental health programs and stress management training help employees build resilience and manage challenges more effectively.

Education is equally important. Workshops on mindfulness, emotional resilience and coping strategies give employees the tools to manage stress proactively.

Promote psychological safety through leadership.

Leadership sets the tone for workplace culture. Managers who promote psychological safety, a shared belief that it’s safe to speak up, take risks and ask for help without fear of embarrassment, help normalize mental health conversations. When leaders model empathy and openness, employees are more likely to seek support. Ignoring mental well-being can lead to increased absenteeism and lower morale. A workforce that feels emotionally safe is more engaged, motivated and productive.

Build a supportive work environment.

Employees are more likely to seek help when mental well-being is openly discussed and supported. Managers who model healthy behaviors, check in regularly and advocate for well-being initiatives reinforce the importance of mental health. Leadership training on mental health awareness ensures managers recognize warning signs, offer support and connect employees with the right resources.

Encourage work-life balance and flexibility.

Poor compensation and lack of workplace flexibility, specifically “where and when I work,” are among the top reasons employees choose to leave their organization, according to the 2024 Workplace Survey.⁴ Organizations can prevent turnover by offering flexible work arrangements, mental health days and reasonable workload expectations.

Encourage employees to take breaks, unplug after hours and use their paid time off to reduce work-related stress and improve job satisfaction.

Assess, prevent and address workplace burnout.

Burnout doesn’t happen overnight. It builds over time. According to our Portfolio of Key Insights: Workplace and Employee Survey, in-office employees had the highest burnout rate, 9% higher than hybrid and 3% higher than remote employees.⁴ Recognizing the warning signs early is key to preventing long-term damage.

Some employee burnout signs include chronic fatigue, irritability, reduced motivation and disengagement. Employees may struggle to meet deadlines, withdraw from colleagues or see a decline in work quality.Managers should hold regular check-ins and encourage time off to combat stress and burnout.

Implement stress-reduction initiatives.

Workplace stress is common, but you can give employees the tools to manage it effectively. Mindfulness programs, stress management workshops and peer support groups strengthen resilience and increase engagement in high-stress work environments.

Frequent breaks, open conversations about stress and access to mental health resources create a positive work environment where employees feel valued and supported.

What’s the future of mental health in the workplace?

Organizations must regularly assess and refine their well-being strategies. Updating policies, expanding mental health resources and fostering open conversations about well-being improve the employee experience.

Employees feel more comfortable seeking support when leadership, including executives and managers, actively promotes mental health initiatives. Creating a culture of psychological safety where discussing emotional well-being is encouraged reduces stigma and fosters a healthier workforce.

The future of work depends on prioritizing employee well-being. Organizations that take proactive steps to integrate mental health into their workplace culture drive success.

Let’s build a healthier workplace together.

A workplace that values mental well-being benefits both employees and your organization. WebMD Health Services provides personalized solutions to help organizations build a more engaged organization.

Request a demo today to explore how our well-being programs can support your employees and strengthen your workplace culture. You can also contact us at connect@webmd.net.

What’s the good news? Organizations that prioritize employee mental health often see measurable improvements in focus, morale and overall performance. Employers have the opportunity and responsibility to create environments with meaningful support.

Why mental health is important for workplace performance.

Mental health directly affects how employees show up, stay engaged and perform their work. When individuals struggle with anxiety, stress or depression, it can lead to absenteeism, low productivity, disengagement and higher turnover. Burnout, in particular, affects team cohesion and creates ripple effects across departments.

Organizations that invest in support often see improvements in many areas. Promoting mental health in the workplace helps reduce the cost of disengagement while reinforcing a culture of care and accountability.

When mental health support becomes a core part of workplace culture, teams are better equipped to thrive. Learn more about the importance of mental health in the workplace.

Recognize common mental health challenges.

Anxiety, chronic stress, depression and burnout remain among the most prevalent mental health challenges. According to ComPsych, nearly 24% of individuals who sought mental health support did so for anxiety. Anxiety is now the leading concern among U.S. employees, surpassing depression, relationship strain and other common issues.¹

Burnout continues to escalate, particularly among mid-career professionals. The WebMD Health Services Workplace and Employee Survey found that burnout among Gen X increased by 60% between 2022 and 2024.² These challenges often manifest through reduced concentration, emotional withdrawal and frequent absences.

When leaders recognize early signs of potential issues, they can respond with timely and appropriate support. Acknowledging these issues builds trust and lays the foundation for lasting solutions.

5 ways to improve mental health at work.

Improving mental health in the workplace requires more than a one-time initiative. Lasting change depends on consistent, research-backed practices that make support accessible and actionable.

The following five strategies offer practical starting points.

1. Provide access to mental health resources.

The right tools can significantly improve how employees manage stress, anxiety and other challenges. Some may benefit from an Employee Assistance Program (EAP), while others prefer apps or onsite counseling. Offering a variety of resources helps meet the needs of your workforce.

The WebMD Health Services 2024 Workplace and Employee Survey found that mental health scores vary by generation. Gen X and Millennials rated their mental health lower than Baby Boomers, reinforcing the importance of age-specific support. Employees are more likely to engage with resources that feel relevant and personal.Accessible support should extend to everyone from senior leaders to entry-level team members. Our workplace mental health resources hub provides more tips on how to support every person in your organization.

2. Encourage open communication.

Open communication builds trust and is essential when addressing mental health at work. Employees must feel they can speak openly without fear of judgment or consequences. However, stigma often prevents these conversations from happening.

Leaders play a role in shifting this dynamic. When they normalize regular check-ins and speak candidly about their health, it reinforces the message that well-being matters. These everyday interactions reduce stigma and create a safe workplace over time.

Nearly one-third of employees report that their organization does not care about their well-being, and 30% are not engaged at work. These figures underscore the need for intentional communication and visible support.

3. Emphasize the importance of work-life balance.

Work-life balance is important for employees. Clear boundaries between work and personal time are essential to protect mental health. Without them, stress accumulates and the risk of burnout increases. Management sets the tone by encouraging time off, respecting non-working hours and minimizing after-hours communication.

When organizations value balance, employees feel their time is respected and they return to work with greater focus and energy.

4. Offer stress management and resilience training.

Stress affects individuals in different ways. Some may feel overwhelmed by daily tasks, while others struggle with focus. Building resilience allows employees to manage these challenges more effectively.

Workshops, mindfulness sessions and self-care education provide tools to address stress before it compounds. While some teams benefit from in-person sessions, others prefer digital options. When offered consistently, both formats support long-term well-being.

Providing these resources signals that employee well-being matters not only during times of crisis, but every day.

5. Implement flexible work arrangements.

Flexibility extends beyond location. It includes when and how employees work. Some benefit from in-person collaboration. Other employees need greater autonomy to manage family responsibilities or protect personal time; this also correlates with various life stages.

Options such as adjusted hours or vacation time help reduce stress and improve focus. Employees with more control are more likely to remain engaged and meet expectations with less strain.

A thoughtful approach to flexibility enhances both well-being and business outcomes. Leaders who promote that balance create environments where individuals can succeed without compromising their health.

Leadership must drive the mental health shift.

Meaningful change begins with leadership. When managers support mental health, such as setting boundaries, taking breaks and speaking openly about challenges, they demonstrate that well-being is important.

Leaders must check in regularly, listen with empathy and advocate for relevant support. These behaviors build a culture where employees feel heard, valued and empowered to speak up.

A successful well-being strategy depends on leadership commitment. When leaders prioritize mental health, they create space for others to do the same. Explore more ways leadership can support mental health in the workplace.

Measuring the impact of mental health initiatives.

Understanding what works begins with listening. Tools such as pulse surveys, engagement scores and anonymous feedback provide valuable insights into employee well-being and unmet needs. These inputs help leaders respond clearly and focus.

Effective programs evolve. When leaders act on feedback, they build trust and improve outcomes. Even minor adjustments can drive a positive outcome.

Ongoing measurement signals that mental health is a long-term priority. Consistent tracking reinforces the organization’s commitment and helps teams stay aligned on shared goals.

Commit to a culture of well-being.

A commitment to mental health is more than a single initiative. Sustained leadership engagement, thoughtful planning and consistent follow-through are essential to keeping well-being at the core of workplace culture.

Organizations that invest consistently often build stronger teams, improve communication and increase trust. These outcomes reflect healthy workplaces where individuals feel valued.

Now is the time to take the next step. Explore available solutions or request a demo to see how WebMD Health Services can help your organization build a healthier workplace.

Work and mental health are inextricably linked.

Mental health can be impacted by work and work can impact mental health. A recent poll finds 33% of employees feel their work productivity suffers because of their mental health, and 36% say their mental health suffers because of work demands. WebMD’s 2024 Workplace and Employee Survey also found mental health was correlated with employee engagement, employee experience, perceptions of organizational care, psychological safety and feelings of belonging at work.

In response, employers have bolstered their mental health offerings, like free counseling sessions through Employee Assistance Programs (EAPs), access to mental health text/chat apps, mental health first aid trainings for managers and leaders, and more mental health days.

But some employers are taking support one step further with a “boots-on-the-ground” approach to mental health: mental health champion networks. These networks, made up of individuals at all levels in the organization, can help to further break down the stigma of mental health and offer a much-needed form of support. In fact:

• A well-known consumer products company has trained 4,000 of its global staff members to serve as “mental health champions,” who are responsible for identifying signs of mental health struggles among colleagues and referring them to appropriate mental health professionals.¹
• Business Group on Health’s 2024 Large Employer Survey found 52% of employers intended to implement trainings to help employees recognize mental health issues and direct peers to appropriate resources; 74% said they provided a similar training for managers.²

Harvard Business Review writes, “By acting as advocates for mental health, these champions can deliver feedback to decision-makers and identify areas of improvement for organizations. As a point of contact for employees, they can be a source of peer support, which research suggests can build resilience, help prevent burnout, and aid in addressing the rising epidemic of loneliness at work.”³

Why workplace mental health champion networks are becoming more popular.

First, the experiences of peers and the commiseration and support we receive from them can spur us to make positive changes in our own lives. We know this from our own client experience with group health coaching and wellness champion networks. Second, trust in institutions is eroding, but employees still see their employers and leaders as trusted sources of information. Third, more than three-quarters of employees say supervisors, HR and senior leadership should be responsible for helping employees feel comfortable discussing mental health at work. And 83% of employees agree that mental health and well-being training is important in creating a positive workplace culture.

The role of mental health champions in the workplace.

Like wellness champions, mental health champions are employees who agree to advocate for mental health in the organization. Whether individually, or as part of a mental health champion network, they work to promote a supportive culture around mental health, reduce stigma and encourage more open conversations about mental well-being. They can be line employees (peers), managers, or leaders—and we’ll discuss how each group might play a slightly different role as a mental health champion in a moment.

Qualities of good mental health champions.

Employees who are trusted, approachable and empathetic make good champions. They must have good communication skills, the ability to listen without judgement, and most importantly, be comfortable talking about mental health. Champions need not have experienced a mental health crisis in order to serve in the role, though personal experiences can certainly help them relate to employees who are going through a difficult time. They must be able to make a reasonable time commitment, be capable of organizing mental health initiatives, and able to interface with HR and senior leadership to gain support and funding.

Types of mental health champions.

Let’s now discuss the types of mental health champions and the value that each can add.

Peer mental health champions.

Peer mental health champions play a crucial role. In addition to serving as a confidential resource for employees who may not feel comfortable speaking to HR or their manager, they connect employees with company programs that support mental health. A business unit or department may have one or several employees who are designated as mental health champions.

These employees organize events, publicize resources and promote mental health initiatives in the organization. They help make connections to other aspects of a company’s well-being program that could help with mental well-being (wellness challenges, nutrition support, resilience programs, and more). This is important in getting the organization to view mental health as connected to other aspects of health, rather than a standalone component. Finally, they keep an ear to the ground and relay employee feedback to decision-makers to refine mental health programs.

Manager mental health champions.

All managers play a unique and important role in supporting mental health at work. Since they work closely with their team, they’re in the best position to identify when an employee might need support. That said, it’s smart to designate certain managers who are part of the overall mental health champion network. In this way, employees who may not be comfortable speaking with their own manager but would value the opportunity to speak with someone in a manager-level position, can receive support.

Leader/executive mental health champions.

Like other aspects of well-being, leaders set the tone for mental health in an organization. This is why it’s important to identify one or more executive sponsors for the mental health champion network. This individual should be passionate about breaking down the stigma of mental health and perhaps be willing to share personal experiences or stories about how they protect their mental well-being. They regularly address mental health and company resources in all-hands meetings and meet with the entire champion network to stay abreast of how employees are feeling to understand the type of support needed.

Mental health champion training.

In general, all types of mental health champions will benefit from awareness training that includes:

• A basic understanding of common mental health conditions and their symptoms (depression, anxiety, stress, burnout).
• How to recognize warning signs and symptoms.
• An understanding of the impact of mental health on workplace performance and well-being.
• How to maintain confidentiality and set appropriate boundaries. 
• The resources the company makes available to support employees with mental health.

Managers may benefit from more specific training on what to know, say and do if they suspect an employee is experiencing a mental health challenge and what their role is in supporting an employee. Leaders may need help with high-level messaging skills to be able to discuss mental health in employee forums as well as externally (for example, with the media).

Tips for establishing a workplace mental health champion network.

Here are some items to consider as you go about forming a mental health champion network in your organization.

• Define clear roles and boundaries. Establish what champions can offer (peer support, resource navigation) versus what requires professional intervention. Create straightforward guidelines that protect both mental health champions and employees seeking help.
• Seek cross-functional representation. Recruit champions from diverse departments, levels, and backgrounds to ensure the program resonates across different employee experiences. Employee Resource Groups (ERGs) can be a good place to promote the champion network and recruit members.
• Connect well-being initiatives to business outcomes. Track relevant metrics like retention, engagement, and reduced absenteeism to demonstrate the network’s business value.
• Integrate the network with existing well-being initiatives. Connect the champion network with current benefits, EAP services, and well-being programs to create cohesive mental health strategy rather than a standalone effort.
• Recognize and reward champions. Acknowledge contributions through formal recognition, professional development opportunities, or inclusion in performance management goals.
• Create a sense of community. Champions may need their own support system. Provide opportunities for champions to regularly connect and support each other. And make sure to regularly check in with champions to receive their feedback and address any concerns. 

Ideas for mental health champion network activities.

Once you’ve established your mental health champion network, hit the ground running with these activity ideas.

Mental health awareness campaigns.

• “Green ribbon” or similar visual solidarity campaigns during May’s Mental Health Awareness Month.
• Keep the conversation going beyond May with monthly initiatives focused on different aspects of mental health.
• Employee, leader, and mental health champion testimonials on workplace social media.

Lunch & learn sessions.

• Informal discussions on specific mental health topics with external experts or health coaches.
• Skill-building workshops on stress management, mindfulness or emotional intelligence.
• Panel discussions featuring champions sharing personal experiences and coping strategies.

Peer support circles/Employee Resource Groups (ERGs).

• Structured, confidential small group sessions or ERGs dedicated to specific challenges (e.g., parenting stress, caregiver support).
• Walking groups that combine physical activity with informal peer connection.
• Virtual “coffee chats” that allow remote employees to maintain connection.

Wellness challenges.

• Team-based activities that promote healthy mental health habits (meditation, gratitude journaling, sleep hygiene).
• Individual or team-based physical wellness challenges, like steps challenges.
• “Digital detox” challenges that encourage healthy technology boundaries.

Resource navigation support.

• “Office hours” where champions help colleagues understand available benefits.
• Creation of easily accessible mental health resource guides tailored to specific needs.
• Quick response system for helping employees in immediate distress connect with professional support.

Manager training partnerships.

• Co-facilitation of mental health conversations in team meetings.
• Practical workshops on recognizing signs of struggle and having supportive conversations.
• Tips for creating psychologically safe environments within teams.

Work environment enhancements.

• Designation of quiet spaces for mindfulness or decompression.
• Workplace assessments to identify and address environmental stressors.
• Integration of nature elements or calming design features in workspaces.

Mental health champion networks can help organizations who are already committed to providing support for mental health take the next step. These networks contribute to a healthy workplace culture and are a powerful way to continue to break down the stigma of talking about mental health in the workplace. If you’d like help forming a mental health champion network in your organization, request a demo today.

How to celebrate Stress Awareness Month in the workplace.

Let’s face it. Life is stressful. And while small perks or events won’t “cure” stress at work, they do tend to boost morale and make people happier. Here are a few ideas for what to do for Stress Awareness Month:

Surprise employees with a company-wide paid day off.

Employees are asking for a break. In fact, in an AbsenceSoft 2024 Leave and Workplace Accommodations Report, employee leave requests have risen for the second year in a row, with mental health challenges being the main reason employees gave for requesting leave. If your organization and industry allow, try offering employees a surprise company-wide day off to focus on their mental health. Encourage people to stay away from work and resist the urge to check emails during the break.

Send out self-care kits.

Gifting employees with a self-care kit can help them manage their stress—all while sending the signal that you care about their well-being and encourage them to take the time to manage their health. Whether mailed to homes or desk-dropped, employees will appreciate a gift of self-care like candles, essential oils and diffusers, stress balls, healthy snacks, loose leaf tea, a gift card to a bookstore, a journal, chocolates—get creative!

Provide meditation tutorials.

Meditation can be a daunting thing to start on your own, so offer employees a discounted subscription to a meditation app. If space allows, transform a vacant office into a meditation space for employees to use throughout the day. If you have a dispersed workforce, consider sending calendar invites that allow people to participate in a company-wide meditation together.

Offer healthy lunch on the house.

Everybody loves a free lunch, right? Make it even more impactful by pairing it with a Lunch & Learn on stress management. Tip: deliver lunch to remote employees and have them join via video.

Invite employees to yoga classes.

Yoga can help relax both the mind and the body. Entice employees to take a yoga class at work or virtually by raffling off a yoga mat and accessories. If you can, host the class outside or encourage virtual employees to participate in a yoga session outdoors to get a double boost to mental health.

Support healthy eating and exercise.

When people eat better, they feel better. And working out can also improve moods and help people relax. Offer a healthy meal service discount, small gift cards to a health food store, or a personal training session with an onsite health coach.

Get inspired by nature.

Spending time in nature reduces stress, so why not bring nature into the work environment? A plant for a desk or home office, a soothing desktop water fountain, or even a small lightbox that replicates natural daylight are all great ideas that can help ease stress and improve moods. Also, encourage managers to take meetings with their team members outside. Walk-and-talks are a great opportunity to take a break from your desk and get some fresh air during the workday.

Give away gratitude journals.

Psychologists have documented the positive effects of practicing gratitude on our emotional and physical health. Give everyone a small notebook to record the things they’re grateful for. At the end of the month, you could create a gratitude wall—in-person or virtual—that allows participants to share entries if they want to.

How to help employees manage stress all year long.

Once National Stress Awareness Month is over, take a look at the programs and resources you offer to help with reducing stress in the workplace year-round. Chances are, you already have many of the building blocks in place. You may just need to promote these resources more and make it easy for employees to access them.

Employee Assistance Program (EAP).

EAPs offer a great deal of help for stress, yet they’re among the most underutilized benefits employers provide.¹ In addition to connecting employees with mental health professionals, EAPs can help people with the things that cause stress in life—like marriage and relationship concerns, lack of sleep, finances, legal issues, trauma and loss, and life transitions.

Stress management and resilience training.

These programs help people learn strategies to manage emotions, react to stressful situations, and adapt to change. They also teach resilience, which is critical to our ability to deal with adversity and recover quickly after a challenge. Check out our webinar and discover tools that will help you become a resilient employee and help build a strategy to empower your teams.

Mental health benefits.

Whether you provide mental health support through the EAP, tele-mental health, text/chat apps, or even onsite mental health counselors, make sure employees know exactly what’s available. For example, many employees have no idea that most EAPs offer a generous number of free, confidential visits with a counselor. Employees also need to know that they don’t need to be experiencing a full-blown crisis to use these services—they’re available for the daily stressors of life, too.

Paid time off and leaves.

Encourage employees to take advantage of vacation and leave benefits to recharge and refresh. Develop a plan to temporarily restructure responsibilities so they don’t return to a mountain of work. Company-wide three-day weekends, mandated week-long shutdowns, holiday closings, and time off to volunteer are also good policies to implement to reduce workplace stress and burnout.

How to establish a supportive workplace culture.

When asked about what’s causing so much stress at work, employees cite unrealistic expectations, lack of transparency and communication, and lack of support and recognition as the major causes. In addition, stressors in people’s personal lives understandably tend to spill over into the workplace.

So, while stress management programs and meditation apps are helpful components of a well-rounded approach to reducing employee stress in the workplace, they often treat the symptoms, not the cause.

What has a more lasting effect on stress is taking a critical look at workplace culture and the subtle signals around work expectations. Employers also need to assess whether they provide enough support for certain aspects of their lives outside of work that contributes to stress.

Here are a few things to consider in your organization:

Flexibility.

Employees want the freedom to structure their work schedule to reduce stress in their life. This might mean a compressed workweek or alternate work hours. Work location is also key—many employees say they would like to continue working remotely indefinitely, and that this flexibility would be a massive factor in deciding to stay with a current job or take a new one.

Permission to set boundaries.

One of the great lessons of the pandemic—which we truly needed to learn a long time ago—is that we need to set boundaries for our mental health. This means hours when we don’t respond to email, a set time for logging off, and maybe even a block of time during the workday when we engage in self-care, like a walk or meditation. Most importantly, leaders and managers need to model these behaviors, which effectively “grants” employees permission to do the same.

Recognition.

If you don’t have an employee recognition program, it may be time to start one. Publicly recognizing the hard work and contributions of team members decreases stress and increases feelings of connection and belonging.² There are many ways to recognize employees—from formal recognition platforms to simple handwritten notes. The important thing is to make it a regular part of the culture.

Support for caregiving.

Child and elder care are huge sources of stress for employees, so let them know the EAP helps to locate providers. Also, explore solutions that bring care to the office—like onsite daycare—or add benefits like childcare allowances or backup childcare. Allow flexibility and time off to care for and attend doctor appointments with older family members.

Financial wellness support.

Financial stress is real. Almost two-thirds of respondents to a recent survey said money is a significant source of stress.³ Furthermore, a full three-fourths of workers said they want their workplace to provide more resources to help them with their financial wellness.⁴ Employers can alleviate some of this stress by offering financial wellness in the workplace like repayment programs for student loan debt, financial education to help with managing debt and creating a budget, savings programs, and financial counseling.

There are lots of different strategies for reducing stress in the workplace. Our best advice is to offer a robust array of benefits and programs that can help employees manage stress in the moment, but more importantly, to strive toward a workplace culture that seeks to reduce stress at its source. For help managing stress in your organization, visit our website or contact us at connect@webmd.net.

The benefits of mindfulness.

Mindfulness, or meditation, is all about paying close attention to what’s happening in the moment and being present. This forces our brain to calm down. As one of our Health Coaching Supervisors likes to say, “Mindfulness gives your brain a break. We have so many to-dos running through our heads and things we can’t forget. Practicing mindfulness gives our brains a little vacation, even if it’s for a moment.”

In addition to the mental benefits of reducing stress and decreasing anxiety, mindfulness also has physical benefits. Studies show that mindfulness could cut down on symptoms of irritable bowel syndrome and migraines. Mindfulness has also been associated with lower blood pressure and blood sugar, better heart health, and can even improve sleep quality.¹

Why our mindfulness attempts often fail.

In our society, we gravitate towards instant gratification. A Harvard Business Review article about mindfulness gives a good example of this attitude in action: when we work out, we feel tired and our muscles get sore, so we see this as an immediate sign that we are getting stronger. Mindfulness, however, takes time and a sustained commitment to see long-term results. People may give up because they don’t see positive impacts right away.

In the beginning, it may be hard to sit still and not be distracted by the thoughts running through your head or the noises around you. But, experts say this shows that you are on the right track and that your mind is in the process of learning how to calm down.

In the Harvard Business Review article, mindfulness expert Matthias Birk sums it up this way: “You have to do it, and you have to do it regularly — including when you don’t feel like it, so that over time your easily distractable mind learns to rest in open awareness, without constantly attaching to the next thought that comes by.”

Tips to make the mindfulness habit stick.

Mindfulness experts recommend these ways to make it a habit:

• Identify your “why.” It helps to pinpoint one reason why you’ve chosen to be mindful. Maybe you want to feel happier, calmer, be more focused or less stressed. Reminding yourself of this “why” can help you keep the commitment going.
• Set aside a designated time. As with most new habits, we need to commit to a particular time of day to engage in the practice. Just like with physical fitness, it’s good to block time on a calendar.
• Be OK with imperfection. Again, becoming mindful doesn’t happen overnight. When you first start out, you should expect your mind to be busy and easily distracted. That will lessen over time.
• Try not to judge. There is no such thing as good or bad meditation, or succeeding or failing. Even the sessions you feel “didn’t go well” are helping.
• Be patient. Meditation is a journey, not a sprint. The benefits will be realized gradually over time.

Benefits of mindfulness in the workplace.

Some of the benefits of mindfulness for the individual also translate to the workplace. When employees practice mindfulness, we often see:

• More empathetic leadership, a critical quality for leaders today. In “Why Leaders Need Meditation Now More Than Ever,” Matthias Birk reasons that “one of the most important advantages of meditation is that it allows us to step out of our own survival centric thinking and connect with others empathetically.”
• Better mental health. Recent data from the American Psychiatric Association finds 43% of U.S. adults felt more anxious in 2024 than they did the previous year, up from 37% in 2023.² Mindfulness has been shown to reduce anxiety and depression, so anything we can do to support employees’ mental wellness is a win.
• Improved productivity and creativity. Meditation improves focus, which leads to greater productivity and might even inspire creativity.
• Better teamwork. Studies show that meditation reduces aggression and irritability, which may improve our relationships at work.
• Greater employee engagement. Mindfulness is known to create feelings of happiness, which may, in turn, lead to greater satisfaction on the job and overall employee engagement.

We’ll leave you with some inspiration.

A WebMD Health Services health coach shares her own mindfulness practice and offers some encouragement for those just starting out:

“I like to give myself a mindfulness break first thing when I sit at my desk. I try to notice three things: something I see (like a bird outside), something I hear (like the coffee pot brewing), and something I can touch (like the softness of the sweater I am wearing). There are lots of ways to take these “brain breaks” of mindfulness—taking deep breaths, closing your eyes, and picturing a favorite spot. The key is to remember that mindfulness can be practiced anywhere and at any time. The more you take those breaks, the faster your body will accustom itself to letting your thoughts go, even for a few minutes.”

We’re feeling inspired already! If you are, too, then perhaps include an article about starting a mindfulness habit in your January employee well-being newsletter. Feel free to use these tips. It’s the perfect way to show your organization’s support for employee mental health.

Americans continue to struggle with their weight. According to the CDC, 42% of U.S. adults are obese.¹ The New England Journal of Medicine estimates that 1 in 2 adults will be obese by 2030; 1 in 4 will be severely obese by 2030.²

Many individuals have found support through prescription drugs that mimic the effects of a hormone that help people feel full. When used appropriately and in conjunction with lifestyle behavior modifications, these prescription medications can result in a significant amount of weight loss.

But, we are now seeing that when those lifestyle modifications and regular medication use are abandoned, weight loss may reverse. That’s why programs that teach participants how to manage the myriad lifestyle factors that can impact weight—like how well we sleep, our mental health, and stress levels—are so important.

Positively Me focuses on the whole person.

Our Positively Me program combines one-on-one coaching with education and clinically backed research to help participants learn mental, emotional, and physical strategies for living a healthier lifestyle based on their personal weight loss goals.

Positively Me was developed in conjunction with our Clinical Advisory Board and Diabetes Prevention Program guidelines to drive long-term positive outcomes through holistic, clinically backed methods. Michael Dansinger, MD, a nationally recognized authority on dietary and lifestyle counseling for weight loss and disease prevention and a member of our Clinical Advisory Board, explains how this program focuses on more than just weight loss:

“The Positively Me program is focused on the whole person, not just the scale. The coaches use clinically proven techniques to help participants make forward progress in their well-being in many different ways. Weight loss is just one of the many health benefits that come from working with inspirational behavior change experts that care about you and believe in your full potential.”

And it’s true. Positively Me can help participants sleep better, cope with triggers, ease high blood pressure, reduce the risk of developing diabetes, and feel healthier and happier overall, among other benefits.

Here’s how Positively Me works.

After an initial call to talk about goals and program structure, coaches and participants speak every two weeks about specific topics related to weight loss, including:

• Cognitive restructuring and positive thinking
• Environment and support
• Exercise
• Nutrition
• Sleep quality
• Time management
• Tracking food, exercise and sleep

After the first six months, coaches follow up monthly to revisit any topics previously discussed and help participants sustain healthy habits for the long-term.

Together, these topics allow participants to understand their individual relationship with weight and the steps they can take to lead a healthier overall lifestyle. By talking through the common physical and emotional barriers that people face when losing weight—including mindset, understanding and coping with triggers, and finding the time for fitness—participants learn how weight loss journeys include more than just exercising and eating right.

Coaches provide the right level of structure and support.

WebMD Health Coaches are trained in a variety of techniques—such as SMART goal setting, motivational interviewing, social cognitive theory, and more—to help participants break their goals into small, actionable steps they can easily achieve. All coaches are required to attend additional training on the Positively Me program and are certified by the American Council on Exercise (ACE).

Text check-ins twice a week deliver the motivation and consistency to keep participants engaged. They can also reach a coach by phone, online, or even at the workplace if a client has WebMD Dedicated Well-Being Staff.

Positively Me integrates seamlessly into WebMD ONE.

Participants who sign up for Positively Me see all their data right on the WebMD ONE dashboard, so there’s no need to engage with an outside weight management program. And, it’s free for WebMD ONE users. From logging weight to tracking exercise to customized weight loss tips, it’s easy to stay connected and see progress.

Here’s what a few participants have to say about their experience with Positively Me:

“I am now sleeping at least 7 hours per night and I feel so much better. I have more energy and a better attitude which helps me be more productive at work.”

“I’m finally starting to feel like eating healthy is the norm and when I eat unhealthy it feels strange.”

“When I started, I weighed 330 pounds. It was time to change and it is nice to have someone calling and motivating me. I lost 44 pounds and hope to run a marathon. It is good to have someone to ask questions.”

“My A1c went from 10.4 to 7.7 and I lost 5 pounds. The best part is I am happy. I love the food I’m eating and I have energy again.”

“We’ve worked on customizing something that will work for me. The coaches are very good at figuring out what works for me personally.”

Health experts agree: it’s not that weight doesn’t matter, it’s just not the only thing that matters. From better sleep, to being more alert on the job, to just feeling happier, losing any amount of weight has positive side effects. Positively Me teaches that weight is more than just a number on the scale, and that feeling healthy is possible at any size.

Create a culture of well-being.

Companies with a robust culture of well-being know that it’s about more than offering a meditation app or an onsite fitness center. A true well-being culture includes support for multiple aspects of employees’ lives, including mental health, family and caregiving responsibilities, financial wellness, social connections, and chronic condition management, among others. After all, organizations can’t operate at their best—let alone innovate or grow—when their employees are struggling.

Organizations that place a priority on employee well-being reap the benefits. Research shows that there’s a strong, positive correlation between well-being and organizational performance.¹ And, WebMD Health Services’ research recently found that employees who feel their organization cares about their well-being tend to be stronger performers who are more engaged in the workplace and less likely to leave.

How to help employees with well-being.

First, it’s important to acknowledge that well-being is not a one-time event. It’s an ongoing practice of small, daily acts that allow people to manage stress, be more productive, and feel happier and healthier. And, most importantly, it’s about creating a corporate environment that openly supports employees taking time to look after their health and wellness.

Here are some ideas for how to infuse well-being into the workplace.

Embrace a self-care mindset.

At its core, self-care focuses on getting enough quality sleep, eating a healthy diet and moving our bodies. It’s also important to care for our mental state by actively managing stress, practicing self-compassion and engaging in mindfulness or meditation. There is now widespread acceptance in the wellness community that practicing self-care isn’t a selfish indulgence but rather a necessity for our well-being. It’s even more important for caregivers, who must take care of themselves in order to take care of others.

Let employees know that the organization supports them spending time focusing on their own well-being. Perhaps most important, make sure managers and leaders visibly practice self-care themselves. That way, employees can see the organization truly cares about well-being and may be more likely to take the time to focus on their own self-care, too.

Encourage employees to engage in physical activity during the workday.

Exercise has traditionally been something employers expected workers to do on their own time. Now, we realize that incorporating bursts of movement during the workday is essential. If possible, it’s even better for employees to step outside the office for the activity. Offer ways for employees to move more at work, including walking meetings, lunchtime strolls, steps challenges or rewards for not using the elevator. Remote workers should also be encouraged to take a movement break during the day for at least 20 minutes to refresh before jumping back into productivity mode.

Make sure the physical workplace reflects a commitment to wellness.

As many employees head back to the office, employers should ensure that the workspace has kept pace with what’s now important to people. For example, layouts designed for collaboration as well as focused work, ergonomically friendly workspaces, and a relaxing atmosphere with greenery and natural light are key to supporting employees who are returning to the office after a long period away.

Offer more support for caregiving.

Increasingly, employees cite family and caregiving responsibilities as a significant contributor to stress in their lives. Evaluate your caregiving policies and determine whether you can provide additional support through onsite childcare, stipends, and/or leave.

Provide help for financial wellness.

Finances are also a significant source of stress. Consider ways to alleviate some of it by implementing financial wellness benefits that help with student loan debt repayment, monthly budgeting, or saving for a significant purchase. Alternative pay cycles—like those that allow people to be paid daily or weekly—can also help.

Encourage water consumption.

Staying hydrated has many benefits, from improving the look and quality of skin to keeping the body functioning at optimal levels and controlling calories. Make it easy for employees to drink water throughout the day with conveniently located water coolers. You could also host a wellness challenge around increasing water consumption and give a free water bottle away as an incentive. For employees who work remotely, consider subsidizing a monthly water service.

Lean into meditation.

Meditation trains the brain and body to relax and focus on the present instead of all the “chatter” in our heads. Even five minutes a day can be helpful. But meditation can be daunting for employees to start on their own. A discounted subscription to a meditation app can help. If space allows, transform a vacant spot in the office into a meditation space for employees to use throughout the day. If you have a dispersed workforce, consider sending calendar invites that allow people to participate in a virtual company-wide meditation together.

Make it easier to focus on nutrition.

Your employees likely have good intentions about eating better, but the busyness of life can interfere. Some suggestions for helping employees focus on nutrition include healthy grab-and-go dinners from the cafeteria, a discount on a meal kit service, a lunch-and-learn session about how to meal prep on the weekend, or even a voucher for a local fresh produce market or monthly Community Supported Agriculture (CSA) share.

Incorporate stretching.

We all need to stretch to counteract the effects of the day, whether we’ve been sitting at a desk for hours, working on our feet or simply trying to overcome all the stress we’ve taken in. It may feel silly at first, but if you’re holding a long meeting, build in some group stretch breaks. Or, as part of a wellness update, suggest stretches and yoga poses employees can do on their own time. Better yet, offer a free yoga class virtually or in-person to reap the centuries-old benefits that yoga offers—calming the mind, lowering blood pressure and slowing the heart rate.

Give permission to disconnect and set boundaries. 

Technology makes it possible to work anywhere at any time, but the downside is that many employees don’t take the time to disconnect. Employers should encourage employees to set times when they shut down for the day and establish hours when they do not respond to emails. Similarly, make sure employees know it’s important and OK to use their paid time off. Even if they don’t have a vacation planned, time spent away from work is restorative.

Explore gratitude and positivity.

Psychologists have documented the positive effects of practicing gratitude on our emotional and physical health.  Employers can support this practice by giving employees a small notebook to record the things they’re grateful for or providing a link to a gratitude meditation. You could also encourage employees to focus on one good thing that happens every day. Doing this daily can retrain the brain to switch directions, so that when setbacks do occur, we are more resilient and recover quicker.

Surprise employees with a company-wide paid day off.

Employees report that they are burned out and need a break. The good news is, recent research has demonstrated that time off can have a significant and lasting effect on employee well-being. ² If your organization and industry allow, try offering employees a surprise company-wide day off. Encourage people to put work away and resist the urge to check emails during the break.

Give a small token of appreciation.

Recognition and feeling appreciated are key employee engagement factors. Employees will appreciate a gift of self-care like candles, essential oils and diffusers, stress balls, healthy snacks, loose leaf tea, a gift card to a bookstore, a journal or chocolates. Get creative!

We spend most of our waking hours on the job, so it makes sense that looking after our well-being is something that we can and should prioritize throughout the workday. August’s National Wellness Month is a great time to start sending that message. Employers who do so will reap the benefits of a healthier and more engaged workforce all year long.

Many well-being programs offer health coaching as part of their platform. We like to think that our health coaching services are different. What sets our Health Coaches apart?

 1. We consider the whole person.

Participants often come to a Health Coach with a specific health goal in mind—for example, become more active. And while we’re happy to offer a plan to increase physical activity, our Health Coaches first take time to understand all aspects of the participant’s life—work, hobbies, home life, family—that might impact their ability to improve fitness. This way, the coach can develop a realistic plan that’s tailored to the participant’s unique life circumstances.

2. We help people connect the well-being dots.

Coaches increase participants’ awareness that everything we experience in our bodies—both physically and mentally—is connected. Say a participant comes to a Health Coach struggling to lose weight. Our Health Coaches will naturally ask about eating and exercise habits, but they’ll also ask the participant about sleep, given the connection between poor sleep and increased eating throughout the day. If it turns out that sleep is an issue, they can review sleep routines and offer a plan to begin improving sleep quality—in addition to any diet and activity recommendations.

3. We help participants identify their “why.”

The science of behavior change teaches us that it’s critical for participants to articulate exactly what they want to change about their health and “why.” We use motivational interviewing techniques to uncover what will spur and sustain behavior change. For example, a coach might ask a participant how their life might be different if they quit smoking. Responses might include: “I’ll have more stamina to play with my kids,” or “I’ll be able to take the stairs without stopping to rest.” This technique taps into intrinsic motivation, which leads to greater behavior change than extrinsic motivation, i.e., having someone say “You need to quit smoking.”

4. We offer support for mental and emotional health.

Huge numbers of American workers are suffering from mental health concerns like stress, anxiety, depression and burnout. Making matters worse, there’s also a dire shortage of mental health providers. We recently launched a new coaching offering that provides much-needed support for mental and emotional health. And while our Mental Health Coaching is not a substitute for therapy, it can get people on the path to better mental health while they wait to see a therapist. Our Health Coaches are equipped to direct people to the best type of therapy for their concern, and help them navigate their employer’s mental health resources, like Employee Assistance Programs and our WebMD ONE Daily Habits Plans.

5. We provide support for women’s hormonal health and menopause.

Despite the fact that all women will go through menopause at some point, there is very little discussion of and support for it, especially in the workplace. At WebMD, our Health Coaches are ready to help this critical segment of the workforce stay productive and healthy during this phase of their life. All of our WebMD lifestyle management Health Coaches have undergone training on women’s hormonal health and menopause and can provide counseling and support strategies for common menopausal symptoms like weight gain, sleep issues, brain fog, mental health concerns and hot flashes or night sweats.

6. We become trusted partners to our clients.

Changing health behaviors is hard work, and few people can do it all on their own. WebMD Health Coaches form true partnerships with participants and provide the emotional support and accountability that making health improvements requires. The relationship is similar to a professional mentor, sports team coach, personal trainer, or even a financial advisor. Whether it’s a few words of encouragement to push past a plateau or just a listening ear, our coaches are there to support participants however they need it.

7. We make it easy to engage with a Health Coach.

Coaching is available in person, over the phone, through text, via Coach Connect online messaging, and as a group session, allowing participants to interact with WebMD Health Coaches at the times and in the places that are most convenient for them.

That’s not all….

You’d be surprised at the breadth of support we offer. Here is just a sampling of the kinds of non-traditional whole-person support our coaches have provided to participants:

• Alcohol and drug abuse or addiction
• Bereavement, grief, or loss
• Coping with the pressures of being a manager
• Depression and anxiety
• Emotional eating
• Incorporating mindfulness into daily life
• Managing chronic conditions like diabetes, COPD, and high blood pressure
• Marital and relationship conflict
• Medication adherence
• Quitting vaping or smoking
• Setting boundaries between work and life
• Stress management, including workplace stress
• Trauma recovery
• Understanding how to access company benefits, like Employee Assistance Programs or mental health resources

Combining education, experience, and motivational training, every WebMD Health Coach is a teacher, trusted partner, and well-being expert. Their whole-person approach to health helps participants achieve well-being goals across multiple aspects of their lives. If you’re interested in optimizing health coaching in the workplace, contact us at connect@webmd.net.

Experts have been sounding the alarm on the need to focus on our mental health for years now.

But it took a pandemic to really bring the importance of mental health to the forefront. And while the acute phase of the pandemic is over, the effects on our collective mental health are still lingering.

Research conducted by the American Psychological Association (APA) in 2023 found:

• Adults ages 35 to 44 have experienced the highest increase in mental health diagnoses—from 31% reported in 2019 to 45% in 2023.
• Adults ages 18 to 34 reported the highest rate of mental illnesses at 50%.

When it comes to support for mental health concerns, the APA found:

• Nearly half said they wish they had someone to help them manage their stress.
• 66% said they could have used more emotional support than they received in the last 12 months.
• More than half said they wish they had someone to turn to for advice and/or support.¹

But the reality is there are just not enough professionals to meet the growing need for mental health support.

Psychology Today notes that approximately 47% of the U.S. population (158 million people) live in a mental health “desert.”² The scarcity of providers is particularly bad in rural and lower socioeconomic areas. In many parts of the country, it can take between two and five months to see a therapist.

That’s where WebMD’s Mental Health Coaching services come in.

While our Mental Health Coaching is not a substitute for therapy, it can get people on the path to better mental health while they wait to see a therapist. Coaches can direct people to the best type of therapy for their concern, and help them navigate your company’s mental health resources, like Employee Assistance Programs and our WebMD ONE Daily Habits Plans. They can even help employees explore mental health resources that are offered in their community.

Mental Health Coaches can help with:

• Alcohol and drug abuse or addiction
• Bereavement, grief, or loss
• Coping with chronic conditions
• Depression and anxiety
• Emotional eating
• Marital and relationship conflict
• Stress management, including workplace stress (this could be particularly helpful for managers who are experiencing unprecedented levels of stress)
• Trauma recovery

Our coaches know their stuff.

All of our coaches hold bachelor’s or master’s degrees in psychology, human services, counseling or social work, and maintain expertise and advanced training in stress management strategies, including meditation, relaxation, breathing, yoga and mindfulness. Many have additional certifications or licenses in counseling and addiction treatment.

How to access Mental Health Coaching.

Employees can access mental health support in one of two ways:

• By completing the ONE Assessment (health assessment), which may flag them as high risk in areas that impact emotional health, like alcohol use, anxiety, depression, stress, life satisfaction and/or social connectedness. In this case, the individual will be directly referred to a coach on the Mental Health Team.
• Employees can also self-refer for Mental Health Coaching by giving us a call and indicating that they want to focus on their mental health.

Today’s employees expect employers to provide support for all aspects of well-being, particularly mental health. WebMD Health Services’ Mental Health Coaching can help you address the need for more mental health support in your population. If you’d like more information on our Mental Health Coaching services, contact us at connect@webmd.net.

Loneliness was a concern long before the pandemic.

It’s easy to think that loneliness in our society results from the isolation of the recent pandemic. But statistics show that even before 2020, about half of U.S. adults reported experiencing measurable levels of loneliness.¹ According to a late 2021 Cigna survey, nearly 61% of American adults still report feeling lonely.²

Loneliness can be attributed to a number of things, including the erosion of community bonds, increased use of social media and technology, and a reduction in face-to-face interactions. It’s important to realize that even though we may interact with people in our daily lives or have close relationships, it’s still possible to feel lonely. That’s because loneliness results from the gap between our desire for social connection and our actual experiences of that connection.³

In a report about this growing problem, U.S. Surgeon General, Dr. Vivek Murthy, discusses how loneliness can significantly impact not only our mental health, but our physical health, too. He has long maintained that a lack of meaningful social connection in our lives can increase the risk of premature death, similar to a daily smoking habit.

The workplace can be a significant source of loneliness and feelings of isolation.

We spend the majority of our waking hours working. So when our relationships and feelings of belonging and inclusion at work don’t match our expectations, it’s quite possible to interact with co-workers all day long and still feel lonely—much like it does with our personal relationships. According to a 2023 study done by the Society for Human Resources Management (SHRM), 38% of employees say they’re lonely on the job.

What can contribute to loneliness at work?

• Feeling like you don’t belong or can’t be your authentic self;
• Lack of psychological safety, including not being comfortable speaking up or sharing your opinion;
• Not being properly onboarded or made to feel welcome as a new hire;
• Remote work—though some studies have pointed out that remote workers do not feel any more isolated or lonely than in-person workers; and
• Lack of inclusivity—which might be due to discrimination, microaggressions, or biases based on age, gender, race, or other factors.

Generational and demographic differences may also play a role in workplace isolation.

We now have three different generations in the workplace, all with their own unique work preferences and communication styles. This can often lead to misunderstandings and disconnects that heighten feelings of isolation.

Younger workers, many of whom graduated and took their first professional positions during the pandemic, are feeling workplace isolation most acutely. According to a study by Cigna, about 75% of millennial and Gen Z workers feel lonely and isolated at work. This may result from the “heightened importance” of workplace interactions for this age group, as well as the general decline in their mental health. Remote work is also likely a factor.

Older generations who have more professional experience and established connections in the workplace do not feel as great a sense of isolation. But, a survey by EY found that 42% of Gen Xers and 31% of Baby Boomers would still likely leave an employer if they felt lonely.

What happens when employees feel isolated?

Over time, employee isolation can lead to reduced engagement, increased turnover, lower productivity and higher presenteeism/absenteeism in an organization. The converse is also true: research from BetterUp found that feelings of high belonging in organizations were linked to a 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days. Employees in these organizations were also more likely to recommend their employer to others and receive more promotions.

8 things employers can do to help reduce feelings of isolation in the workplace.

1. Make well-being a priority.

Younger generations increasingly expect employers to provide support for their mental and physical well-being. Mental well-being offerings like access to counseling, meditation, and stress management/resilience programs can help employees cope with feelings of isolation. Providing resources to boost physical health—including exercise and nutrition—can also help to stave off depression that can lead to loneliness.

2. Foster a culture of inclusion and belonging.

According to Dr. Murthy, workplace cultures that promote belonging can serve as a “protective force against bias, discrimination, and exclusion in the workplace.” And, when employees feel valued and seen for who they are as unique human beings, they’re more likely to be engaged, have better mental health, and be more productive.

3. Be intentional about creating team connections.

Managers can help teams feel more connected by fostering open, frequent communication; providing tools for easy collaboration; and making the most of in-person office time. It’s also important to set guidelines around communication, as members of different generations may differ in their expectations. Teambuilding events, joint volunteering and wellness challenges can also bring teams closer together.

 4. Ensure a top-notch onboarding experience. Welcome new employees into the organization with intentional activities designed to create connection. Schedule coffee chats or lunch with a different team member each day during their first week, or send a personal note from a senior leader welcoming them to the organization. The goal is to make the new employee feel like they’ve joined a caring, supportive community from day one.

5. Connect each employee with a mentor.

Mentors help people connect to the organization by serving as a trusted ally. They can be sounding boards, share personal experiences of how they’ve coped with workplace challenges and give sage advice. Mentoring is also a great way to bridge the generational gap.

6. Increase psychological safety.

Create an environment where employees feel comfortable taking risks, speaking up, admitting mistakes, and offering ideas. This kind of environment fosters a sense of belonging and inclusion and can be a powerful force against loneliness.

7. Enlist the support of leadership.

Encourage leaders to build trust with employees by listening to their concerns, candidly explaining business decisions, and modeling authenticity and empathy. Also consider asking leadership to include relationship-building activities as part of employees’ performance objectives.

8. Get to know people on a more personal level.

Our experience with the pandemic taught us that connection is key, and getting to know coworkers on a more personal level is essential to combatting loneliness in the workplace. Schedule time during meetings to find out what’s going on in employees’ lives and include time for non-work connection, too, through social events and community service.

Workplace isolation is one of the signs of the broader issue of loneliness we face in society. Employers can help to combat loneliness and isolation by focusing on creating a connected, inclusive workplace that values employees as people and is invested in their well-being. For help creating a healthy workplace, contact us at connect@webmd.net.