Why Mental Health in the Workplace Matters
We recently published an article examining the subtle yet significant connection between mental health and productivity. The reaction was immediate and striking: this is a conversation people are ready to have—but too many organizations still aren’t.
So, we decided to dig deeper.
To move beyond anecdote and into evidence, we launched a short, anonymous survey at a recent HR conference. Our goal was straightforward: to uncover the emotional realities that professionals navigate at work.
Because we don’t just want to talk about mental health. We want to understand it.
Why We Created This Workplace Mental Health Survey
Despite clear research showing that mental health directly impacts job performance, absenteeism, presenteeism, and retention, many workplace leaders remain unconvinced—or unaware.
In our day-to-day conversations, we’ve heard:
“I just don’t believe there are that many mental health issues…”
“It’s just stress—everyone deals with it.”
Yet employees and HR leaders tell a different story. That’s why we’re listening—and measuring.
What We Asked in the Mental Health Support
We kept the survey brief and anonymous: just six questions aimed at uncovering both perception and reality. We explored:
- How seriously leadership takes mental health
- How leaders typically respond to these issues
- Whether mental health training/resources are available
- How equipped HR leaders feel in supporting mental health
- The biggest challenges they face
- What support they actually need
No names. No company info. Just candor.
Key Findings on Employee Mental Health Survey
We went into this survey expecting to uncover major gaps between what leaders believe about mental health and what employees experience. What we discovered was far more nuanced—and surprisingly hopeful.
Leaders Are Taking Mental Health Seriously
When asked how seriously their organization’s leadership treats employee mental health, most respondents reported a positive stance. Many described their leaders as taking the issue either “very seriously” or “somewhat seriously,” indicating that the stigma surrounding mental health in the workplace may finally be starting to shift. While not every respondent expressed total confidence in their leadership’s approach, this level of awareness represents a promising step forward.
Supportive Responses Are the Norm, Not the Exception
In addition to their attitudes, we explored how leaders respond when mental health is brought up directly. Nearly all participants said that when these conversations do happen, leadership responds with support rather than skepticism or avoidance. This is a powerful signal: it suggests a growing level of emotional intelligence and humanity at the top levels of organizations.
Resources Are Becoming More Available
One of the most practical questions we asked was whether mental health training or support tools are available for leaders and managers. The majority said yes—organizations have begun to provide real, tangible resources. This is a critical shift. For years, HR leaders have called for better infrastructure around mental health, and it appears that in many companies, those investments are starting to materialize.
HR Leaders Feel Equipped—But Not Overconfident
We also asked how prepared HR professionals and people leaders feel to support employees dealing with mental health issues. Most indicated they feel “somewhat equipped,” with a significant number saying they feel well-prepared. While this doesn’t mean the problem is solved, it does point to an increase in confidence and competence among those tasked with frontline support. It’s a sign that training, experience, and cultural changes are beginning to pay off.
The Bigger Picture
All together, these findings suggest something we didn’t expect to see so clearly: quiet progress. Leadership support, resource availability, and HR confidence are all trending in the right direction. That doesn’t mean the work is done—but it does mean that we may finally be emerging from the era of silence and skepticism and stepping into one of acknowledgment and action.
Challenges HR Leaders Still Face
Even in supportive environments, real challenges remain. When we asked HR leaders about their biggest obstacles, we heard:
- A fear of acknowledging the problem
- Difficulty connecting with frontline staff
- Mental health issues going unrecognized
- Feeling overwhelmed by complex emotional needs
These responses remind us that awareness doesn’t equal action, and resources alone aren’t enough.
What These Mental Health Survey Results Mean for Organizations
If you’re leading people, this data offers both validation and a challenge.
You might be doing more right than you think—especially if you’ve invested in support, training, or culture. However, the road ahead requires more than policy updates or wellness apps.
It calls for psychological safety, consistent leadership behaviors, and permission to be human—for employees and leaders alike.
What Comes Next for Workplace Mental Health
As we gather more responses, we’ll release a deeper report on the patterns, gaps, and opportunities we’re seeing. We want to paint a fuller picture of how mental health and productivity intersect—and what leaders can do to make meaningful change.
Because mental health isn’t a “bonus topic.”
It’s a business issue.
It’s a culture issue.
And it’s one we can’t afford to ignore.
Want to Be Part of It?
Take the anonymous survey here: Survey
Know someone whose voice should be heard? Share this link with them.
Let’s turn awareness into action.
