88% of employees say that well-being support is just as important to them as their salary.
Read that again. ⬆️
The message is clear: we’re not leading in the same world we once did. The rules have changed. People’s needs have shifted. And as leaders, we are now on the front lines of employee well-being within our organizations.
This isn’t about adding a yoga class or launching a flashy mental health app. It’s about asking ourselves the harder questions:
Are my people truly being supported? Can they perform, grow, and thrive?
Do they feel seen, heard, and valued beyond the tasks they complete?
If you’re not sure how your team would answer, it’s time to start having different conversations.
Too often, “How are you?” becomes a passing phrase with a polite “I’m fine” in response. But what if we slowed down and actually asked:
What can I do to support you?
Where are you feeling the most stressed, overwhelmed, or burdened right now?
And then—just stopped talking.
Give them the space to tell you what they really need.
Each person on your team is navigating something different.
When you create space for honest conversations, you begin to unlock the kind of support that drives performance—not just compliance.
Here are some tips to lead with well-being in mind:
- Make benefits personal.
One powerful example I heard recently was a leader sitting down with a new employee to walk through their benefits package—not just what’s available, but what would best support them in this season of life.
That’s leadership.
That’s human.
- Normalize the hard days.
We’re all navigating uncertainty—economically, socially, and emotionally. Sometimes it’s just hard to be human. Are you creating room for that humanity in your team conversations?
- Tap into collective energy.
Even in tough times, collaboration can reignite creativity and motivation. Create space for your team to ideate, contribute, and connect. Invite their voice. Leverage their brilliance. Let them be more than their role.
- Simplify development.
Development doesn’t have to mean a big formal program. Sometimes the most impactful move is connecting someone with a mentor or helping them get clear on their next step.
Growth is energizing.
Make it accessible.
Yes, the stats sound promising:
– 91% of companies say they’re investing in mental health resources.
– 66% are adding stress management or resilience programs.
But if we want to see real impact, we have to do more than check a box. Well-being takes real investment—of time, energy, and yes, budget.
Why? Because when you invest in your people, they give you their best. Not out of obligation, but from a place of purpose and connection.
Your leadership challenge: If you asked your employees whether they feel supported and well—truly well—what do you think they’d say?
If you don’t know… ask.
It might just be the most impactful conversation you ever have.
