Essential Tips for Workplace Wellbeing

In today’s demanding work environment, it’s easy for mental health to take a backseat as we focus on meeting deadlines, achieving targets, and managing daily pressures. However, neglecting our mental health can have long-term consequences for both us as individuals and the organisations we work for. For this year’s World Mental Health Day, we spoke to our expert Clinical team to gather their insights on how employees and employers alike can take simple yet effective steps to prioritise mental health in the workplace.

In the following Q&A, our Head of Clinical Services, along with some of our therapists, shares practical advice on recognising the signs of stress, creating a mentally healthy work culture, and using tools like Thrive to support wellbeing at work. Whether you’re looking to better manage your own mental health or support a colleague, this conversation offers actionable tips and strategies to help foster a more mindful and supportive work environment.

Why is it important to prioritise mental health in the workplace, especially in today’s fast-paced environment?

Mental health can often be easily overlooked, especially in In today’s fast-paced and highly demanding work environments. Prioritising mental health in the workplace is essential because it covers a minimum of ⅓ of your day! And it directly impacts employee wellbeing, productivity, and overall job satisfaction. When mental health is neglected, it can lead to burnout, absenteeism, reduced performance, and even physical health issues. Employees who feel supported are more engaged and better equipped to handle challenges. Fostering a mentally healthy workplace not only reduces stress and anxiety but can also promote a culture of trust, openness, and collaboration, which are vital for long-term success in any organisation.

What are some common signs that an individual’s mental health may be impacted by their work?

There are several signs that someone’s mental health may be affected by their work. These can include (but are not limited to):

- Emotional changes: Feeling overwhelmed, irritable, anxious, or depressed.
- Physical symptoms: Headaches, fatigue, sleep disturbances, or gastrointestinal issues.
- Behavioural changes: Withdrawal from colleagues, increased absenteeism, or difficulty focusing and completing tasks.
- Decreased motivation: A lack of enthusiasm for work or feeling disconnected from the purpose of their work.
- Burnout: Extreme exhaustion, a sense of ineffectiveness, and feeling drained despite having a manageable workload.

It’s important for both employers and employees to recognise these signs early on and take steps to address them before they worsen.

What small, actionable steps can employees take to manage stress during their workday?

- Take short breaks: Step away from your workspace for a few minutes, especially if you’re feeling overwhelmed. A quick walk or even some deep breathing can reset your mind.
- Practice mindfulness: Even a few minutes of mindful breathing or grounding exercises can help reduce stress. 
- Set realistic goals: Break your work into smaller, manageable tasks. Prioritising the most important tasks first can reduce the feeling of being overwhelmed.
- Stay hydrated and eat well: Sometimes stress can be exacerbated by dehydration or skipping meals. Make sure you’re fuelling your body with nutritious snacks and staying hydrated throughout the day.
- Create your environment: Create an appropriate working environment for your personal self preferences. 
- Connect/socialise: Positive social interactions with coworkers, even virtually, can improve your mood and reduce stress. Share a quick conversation or a laugh to ease tension

How can individuals set boundaries to maintain a healthy work-life balance without feeling guilty?

- Communicate clearly: Be transparent with your team or manager about your work hours and non-negotiable personal time. Letting people know when you are and aren’t available sets the expectation upfront.
- Establish a routine: Create a clear start and end to your workday, and stick to it. This helps in mentally transitioning between ‘work mode’ and ‘personal mode.’
- Delegate and prioritise: You don’t have to do everything yourself. Delegate tasks when appropriate and prioritise what really needs to be done.
- Use “No” strategically: Saying “no” when you’re at capacity doesn’t mean you’re not a team player. It’s an act of self-care and ensures that you can give your best to the tasks you can handle. Human beings are more likely to help others when they see them helping themselves first. 
- Challenge the guilt: Remember that taking care of yourself enables you to be more present and effective in your work. Self-care is not selfish; it’s necessary for long-term wellbeing. By setting boundaries and advocating for your needs, you create a healthier work-life balance, which ultimately benefits both you and your workplace.

What advice would you give to someone who feels overwhelmed by their workload but isn’t sure how to communicate this to their manager?

Keeping an open channel of communication between the manager and the employees is an essential component for employee’s wellbeing and productivity. Unfortunately, some employees are hesitant to communicate that they might feel overwhelmed by workload due their perception that raising this issue might negatively affect their role security. However, it is important to highlight that employees feeling confident to manage their workload are less susceptible to experience burnout. Therefore, it is important that the employees will feel comfortable to discuss their workload with their manager during an open and honest conversation. 

For example, an individual could take initiative and schedule check-in meetings and discuss any concerns regarding workload, deadlines or specific parts of work that are connected to their overwhelming feelings. During these meetings, the employee could collaborate with their managers to explore a common ground that will assist the employee to have the opportunity to recover from work, prioritise their work tasks and replenish the depleted resources while being productive. Furthermore, seeking professional help from a mental health expert could be useful if the employee needs further support. 

What are some practical ways employees can support their colleagues who may be struggling with their mental health?

Initiating conversations aiming to explore their feelings and if there is any specific issue or/and situation that is troubling them. Providing a safe, confidential, and empathetic space, that they can open up and disclose any concern can be deliberating and a significant relief for employees struggling with their mental health. Furthermore, scheduling check in meetings could be a great way to support a colleague, make them feel supported and facilitate their mental health journey. 

Besides, another way to support those in need is to remind them of the available resources or support systems and encourage them to seek for further professional help if needed. In cases of self-harm risk, employees are encouraged to refer their colleague to a related mental health service and inform their manager to ensure the safety of their colleague.

How can employees incorporate self-care practices into their workday, especially when they feel they don’t have time?

Creating a self-care plan during and after work has been found to promote employees’ wellbeing. The self-care plan needs to be tailored based on the individuals’ needs and preferences. Frequent breaks even if it is a quick break during the work day has been found to help employees maintain their resources and perform well at work. Other employees might feel that they can gain back their depleted resources by engaging in social interaction, so having the chance to plan time for social meetings could work as a self-care practice in these cases. It is important to note that it is essential for employees’ wellbeing to maintain some basic self-care practices even during the busiest days such as having lunch time, staying hydrated and having non-negotiable free time after work devoted to recharge and recover from work.

What tools or resources, like the Thrive app, can employees use to support their mental wellbeing while at work?

Employees feeling overwhelmed could have a break during work and use a variety of tools and techniques to improve their mental wellbeing such as mindfulness and breathing exercises and relaxation techniques. Furthermore, they could use journaling to identify any unhelpful patterns of thinking and track their emotions and behaviors. Recognising their emotions and thinking patterns can lead towards significant discoveries that will help them to regulate their emotions and improve their overall mental health.

How can employers support employees who are feeling isolated or lonely, especially in remote or hybrid working environments?

Remote and hybrid working environments are becoming more common, after the COVID-19 pandemic. There has been a noticeable increase in employees feeling lonely, isolated and even developing anxiety-related difficulties. As a result, employers can implement several ways and measures to help tackle feelings of isolation; and develop a connection and a sense of belonging within their organisation.

This can include improving connections and communications, by firstly establishing regular check-ins. This can be done via one-to-one check-ins between managers, supervisors etc. to allow for a safe space to discuss worries, concerns and continuity to basic human interactions. Building up from this even integrating a peer mentoring or buddy system which can see employees being paired together to have a support system where employees can talk beyond the formal meetings, and this can be particularly useful with new and young employees who are coming to terms with the business structure and allowing for a warm welcoming environment which can reduce anxiety, nervousness and imposter syndrome.

Other methods could include virtual casual meetings “Watercoolers”, and this can be seen in the forms of informal, non-work-related conversations that help build personal connections amongst employees. Much like how we would spend our time talking with peers at the physical workplace, a space allowing for just that in a virtual environment could meet those needs. Ideas on how this could be established is through virtual coffee breaks, informal chat channels, or even casual meetings for employees to talk about shared interests and hobbies.

If budgets allow, having team days, or team building exercises in person can help to strengthen the bond between employees and help build trust within the organisation. If budgets are limited then online team-building activities could include quizzes, games or workshops to help strengthen bonds among peers.  

Additionally, for a more specific mental health approach allowing employees to access EAP programmes can often reduce the extraneous workload that can sometimes be seen amongst remote and hybrid working. Outsourcing tailored mental health support to employees who feel that their sense of loneliness or isolation is directly related to specific or complex mental health needs, ensures that employees know they are not alone and when needed additional aid is there for them. This can also be potentially reduced if a business implements a wellness program and displays mental health awareness. There are still stigmas associated with mental health, and some employees may be worried or threatened about their job security if they reach out for help at their workplace. Tackling those stigmas not only promotes healthy communication but also breaks down negative barriers and stigmas that may often negatively impact business efficacy. 

What role does good sleep, diet, and physical activity play in maintaining mental wellbeing at work?

Your physical health requires just as much attention as your mental health when it comes to hybrid and remote working, it is usually advised that employees should do at least a 10-minute mild exercise (walk, stretch, step outside etc.) for every hour that they work remotely. Not only that, but good physical health also creates a harmonious balance between your physical and mental wellbeing. A simple balance that a lot of us tend to neglect at times. Exercise triggers the release of endorphins, often referred to as "feel-good" hormones, which can significantly boost mood and reduce symptoms of anxiety and depression. Regular physical activity can leave employees feeling more positive and motivated at work. Additionally, physical activity helps the body manage stress by lowering cortisol levels (the body’s primary stress hormone). Engaging in regular exercise helps employees cope better with workplace demands and reduces the likelihood of burnout, which also improves focus and productivity within the workplace and in your day-to-day activities.

The average employee struggles to get the recommended 8 hours of rest, but poor sleep and feeling tired and lethargic can hinder cognitive function, emotional regulation and decision-making. All of which can increase stress, anxiety and burnout and even lead to blood pressure and heart-related problems. Therefore, good sleep leads to improved cognitive functioning which is essential for memory consolidation, attention, problem-solving, and creativity. Well-rested employees can think more clearly, make better decisions, and process information effectively, enhancing their overall performance and productivity at work. Furthermore, chronic sleep deprivation is linked to an increased risk of developing mental health conditions such as anxiety, depression, and burnout. Good sleep acts as a protective factor, supporting mental stability and wellbeing.

We’ve all been there working from home, getting up 10 minutes before a work conference and we would shove anything that we see for breakfast. Usually something like a doughnut left laying on the counter, leftover cold pizza or that greasy leftover Chinese meal from the night before. However, did you know that nutrition plays a significant role in mental wellbeing by influencing brain function, energy levels, and mood. A healthy diet supports cognitive health, reduces stress, and enhances mood, all of which contribute to a more productive and positive work experience. Certain nutrients, such as omega-3 fatty acids, antioxidants, and vitamins (like B vitamins), support brain function and cognitive performance. A balanced diet rich in fruits, vegetables, whole grains, and lean proteins can improve focus, memory, and problem-solving abilities at work. Therefore, a lack of a balanced diet can cause nutritional imbalances, such as low blood sugar from skipping meals or consuming too much sugar, which can lead to irritability, fatigue, and mood swings. Eating balanced meals throughout the day helps stabilise blood sugar levels, contributing to a more even mood and better emotional regulation. Not to mention nutrient-rich foods will improve energy, and stamina and even aid in stress management. Certain foods, such as those rich in magnesium, antioxidants, and fibre, can help reduce the body’s stress response. A diet rich in whole foods can also help prevent inflammation, which is linked to both physical and mental health issues.

If someone has been neglecting their mental health for a while, what would you recommend as a starting point to get back on track?

This is a tricky question to answer due to the individual nature that human beings tend to have, however, the most important starting point to getting back on track is to acknowledge and accept your feelings. Focus on self-compassion and awareness of your current state, be reflective and acknowledge that neglecting your mental health happens and that it’s okay. Be kind to yourself and avoid self-criticism. Recognise that it’s a common experience and that it’s never too late to start caring for your mental wellbeing. Spend time reflecting on how your mental health has been affected, are you feeling anxious, stressed, disconnected, or overwhelmed? Identifying these feelings can help you understand where to begin. Don’t be afraid to deal with the elephant in the room, the first step to solving a problem is to acknowledge that there is one.

Afterwards, start to gradually get back into a routine. Start by setting simple, realistic goals and making small changes rather than trying to fix everything at once. This could mean dedicating just 10 minutes a day to an activity that nurtures your mental health, such as journaling, meditation, or deep breathing exercises. You can also explore a more hands-on approach by incorporating mental health practices into your daily routine such as self-guided CBT programmes, writing down all the things you are worried about crossing out everything you cannot control and focusing on the things you do have control over. Consistency is key, and even small changes can have a big impact over time. Focus on adding one positive habit at a time (e.g., going for a short walk, practising gratitude, or spending time in nature).

As mentioned in the previous questions, gradually start to prioritise sleep, diet and exercise. As this creates routine, self-motivation and healthy ways of overcoming your personal barriers. The same could also be said about reconnecting with your support networks, a lot of the time individuals working remotely, or hybrid feel as though they must tackle their challenges alone. Social isolation is often the first symptom of your mental wellbeing taking a decline, gradually start to reconnect with friends and family. We often worry that we will be a burden to those around us, but the reality is that they would probably want to know if you are struggling and are willing to help. These are but a few first-step methods of getting back on track after struggling with mental health. 

What are the long-term benefits, both for individuals and organisations, of prioritising mental health in the workplace?

Prioritising mental health in the workplace can have numerous long-term benefits for both individuals and organisations. These benefits extend beyond immediate wellbeing and productivity, to the development of a healthier, more sustainable, and engaged workforce. This means that employees can have improved emotional resilience meaning that they can develop better emotional coping mechanisms, reducing the likelihood of burnout, anxiety, and depression. This promotes long-term emotional stability and life satisfaction, improving both personal and professional experiences. Additionally, Mental health initiatives, such as flexible work schedules or remote work options, enable employees to maintain a better work-life balance, leading to increased personal fulfilment and wellbeing outside of work. This also makes employees feel like they are being heard, cared about and treated as human beings as opposed to just referred to as “employees”.

When prioritising mental health in the workplace this leads towards enhanced productivity and focus, employees can focus better, solve problems more effectively, and engage in more creative thinking. This sustained cognitive function leads to greater long-term productivity and job performance. Whilst also improving business/employee relations as individuals who feel supported in terms of their mental health tend to be more engaged in their work, leading to higher motivation and commitment over time.

Another useful point that benefits both the business and employees is the lowering of stress and burnout rates. Organisations that prioritise mental health within the workplace have seen a reduction in stress that can lead to burnout and taking time off work. Employees who feel supported are more likely to manage stress effectively, resulting in lower long-term exhaustion and absenteeism.

Lastly, the long-term benefits can also be improved career growth and job satisfaction. A mentally healthy workplace displays an environment where individuals can focus on personal growth, skill development, and career advancement. The absence of constant mental health struggles allows employees to pursue their long-term professional goals. Furthermore, employees who feel valued and supported regarding their mental health are more likely to experience higher job satisfaction. This creates a sense of purpose and fulfilment in their roles, leading towards long-term loyalty and career contentment. This ensures that staff resignations are minimised, and less time and resources are wasted on hiring replacements. The current employees feel satisfied, motivated and career-driven to become a useful asset within the organisation.