Wellbeing at Work

Investing in People for Lasting Impact

by Greg Mutch | February 2025

As we were moving through the pandemic, new attention and awareness were being given to mental health and wellbeing at work. Adam Grant (I’m a fanboy) wrote an article for The New York Times that went viral – Feeling Blah During The Pandemic? It’s Called Languishing. If you missed it, it’s worth the read. He so compellingly described something that so many were experiencing and could not put their finger on. I would argue that while we feel largely on the other side of the pandemic, we are not on the other side of stress, mental illness, and overwhelm in the workplace. We hear about it in nearly every session we lead with organizations.

As individuals, it can be incredibly difficult to advocate for ourselves when it comes to mental health and wellbeing. Asking for help requires vulnerability, and for many of us, that feels like admitting weakness or risking judgment. But the truth is, advocating for what we need—whether it’s a conversation with a manager, access to resources (check out our Wellbeing Coaching Track!), working with a therapist, or simply space to rest—is one of the most courageous things we can do. It’s an act of self-awareness and self-respect that not only benefits us but also sets an example for others. When we ask for help, we give others permission to do the same, fostering a culture where seeking support is seen as a strength, not a liability. 

Here’s the reality though: it’s not enough to simply encourage people to prioritize their mental health – workplaces must take an active role in making support accessible. Creating environments where employees feel supported and empowered to prioritize their wellbeing is essential. Organizations that lean into this responsibility aren’t just meeting a need; they’re cultivating a culture of care, connection, and resilience. A story about a company doing that in just a moment.

Why Organizational Wellbeing Matters

Data and stats are, of course, important. Including them all in a blog post? Not so much. Here are a few that really stand out, but take my word for it – ChatGPT can line up a very compelling case for why investing in the wellbeing of our employees is vital for both the people and the bottom line.

• • Engaged Employees Are More Productive: According to Gallup, highly engaged teams show 21% greater profitability, 17% higher productivity, and up to 41% lower absenteeism compared to those with low engagement. When you extrapolate on this you also see greater energy, creativity, and collaboration. 
  • Impact on Productivity: Employees who experience mental health issues are more likely to have lower productivity. In fact, presenteeism (when employees are at work but not fully functioning) due to mental health problems is estimated to be five to ten times more costly than absenteeism.
  • Impact of Burnout: Burnout leads to a 63% increase in the likelihood of taking a sick day and a 23% increased likelihood of leaving the organization. It can also cause lasting harm to those who experience it.
  • Cost of Turnover: The cost of replacing an employee can range from 50% to 200% of their annual salary, depending on the level of the position. Focusing on employee well-being can significantly reduce turnover rates.

One Company’s Approach

Back to the story. I was having lunch and coffee with a friend of mine, Steve, who happens to be an internal coach at a large organization. In preparation for this blog, I was peppering him with questions while we worked our way through Pad Thai and pour-overs. He was, of course, able to point to all the stats and key ROI measures that companies and organizational development specialists would use to build a case for focusing on wellbeing at work. But then he shared this compelling perspective that really resonated with me.

At the company where he works, they have started to reduce the barriers to getting help. Any and every employee has the opportunity to schedule up to 3 wellbeing sessions with a coach to begin exploring how they might get some help. Additional sessions can follow while recommendations for getting help outside of the company are also likely to emerge. And what I love is how EASY they have made it to ask for and get this help. Any employee can pop into their portal and schedule without permission from a supervisor or HR. Login. Sign up. Meet with a coach 1-3 times. Watch organizational joy bubble to the surface.

The Opportunity for Organizations

This is the opportunity organizations have: to create the “easy button” for employees to access the support they need. By offering coaching, mental health resources, and pathways to wellbeing, companies are helping their people make good decisions, say yes and no to the right things, and rediscover what brings them joy. 

When organizations actively invest in creating these spaces, the results are transformative – not just for the bottom line, but for the people who make the organization what it is. 

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