Employee Mental Health and Wellness: How Managers Can Be Empowered

BY Jennifer Yoshikoshi | May 14, 2025

More than 90% of American workers say it’s important to them that the organization they work for values emotional and psychological well-being, according to a 2023 survey by the American Psychological Association. 

Continuing the growing conversation around mental health and wellness, more companies are putting programs in place to support the holistic well-being of employees. During a From Day One panel discussion at From Day One’s Boston benefits conference, executives joined in on a conversation moderated by Boston Globe reporter Katie Johnson about how managers can be empowered to respond to employee needs. 

For Robert DiFabio, senior director of global benefits and mobility at Waters Corporation, being able to address the mental health concerns of his employees feels mutually beneficial. To be able to provide opportunities that help people which at the same time help the company is a “win-win,” he said.

“The happier or healthier employee is someone who also would be more attentive, less absent, more productive at work, more motivated, just simply, even more grateful for their employer for giving them tools and resources,” DiFabio said.

Managers who are engaging with their employees to support their well-being are driven by the passion to help others and deliver support with resources that are customized and personal. 

Although some leaders feel satisfied by being able to help their employees, others might struggle with some aspects of being prepared to engage in conversations about wellness and checking in with their staff. While managers may know when to engage in check-ins, they might not be comfortable with the support that needs to follow these conversations.

Panelists spoke about holistic employee health and well-being

“My concern is that managers are maybe ill equipped to deal with what then comes from those conversations. So I think it's important that we be prepared as companies to provide them the appropriate training if we're going to expect them to engage in those conversations,” said Anne Marie La Bue, vice president of compensation and benefits counsel at Assurant.

CEO and Co-founder of LearnLux Rebecca Liebman added that discussions about mental health are also considered taboo for many communities and cultures. She emphasized that it’s important to start “breaking down barriers to let people at least start a conversation around these traditionally more taboo topics in the workplace.”

The Main Drivers for Stress, Anxiety and Depression

More than 80% of Americans are living with debt and 46% of people making six figure incomes are still living paycheck to paycheck, says Liebman. Financial hardships are an aspect of life that company executives recognize needs more attention within the corporate world. 

When it comes to supporting employees that are impacted by financial struggles, Holly Duvernay, director of benefits at Crane NXT, says it’s important for managers to leave the bias at the door and create a space that offers open conversations with the employee. Without any judgement, asking employees what they need and how they would like support can build strong relationships with workers. 

“The difference between a toxic work environment and loving your job is a razor thin margin,” said Ryan Kellogg, vice president of partnerships and sales effectiveness at Talkspace. He adds that communication is key in the workplace. 

Training for Managers 

Annual manager training is often seen as a hassle to many, but Duvernay says this requirement is a great investment. “You’re equipping your managers again with those resources that they need to understand, but you're also sending a message from the top down that it’s a business imperative, and it’s very important to the business success that everybody is able to develop their own well being,” she said. 

Waters Corporation makes discussions about important topics a part of meeting agendas, allowing the team to set aside 20 minutes to talk about things such as mental health and emotional well-being. “It’s a way to be helping them, giving them tips, educating them without making it feel like it’s this strong, stern requirement,” DiFabio said.

The company also has an online resource that is available only to managers which include tips, suggestions, guides and employee assistance programs. It also partners with a EAP vendor which is open for managers to call for one-on-one private coaching sessions with a trained professional that can provide advice on any situation that a manager might find difficulties with.

Talkspace, an online and mobile therapy company, makes sure that its organization’s leaders see that mental health is part of the workplace culture. Kellogg said the company has “mental health minutes,” which are one to two minute Youtube clips that give managers the mindset about mental health going into the day.

Kellogg says that Talkspace also has mental health first aid training sessions where the company has a highly intensive one day block of instruction for either frontline managers, middle managers or senior leaders. 

“Following that training, those individuals are now force multipliers in your own workforce, and it's a resume builder, it’s something that they accomplish. They get a certificate and by doing that, you’re creating a culture that’s generating energy around mental health,” Kellogg said.

In order to build a culture where mental health is prioritized, managers might be expected to be accountable for boosting wellness. Duvernay adds that the accountability piece is in the managers ability to have regular check-ins, collecting feedback and being able to act on what they are hearing from employees. As a form of accountability managers have to engage, be proactive and anticipate needs, she says. 

“If you create that environment as a manager, to have that open door policy and to anticipate challenges and how you’ll react to them, I think you create that environment where employees are accountable for their own well being, which I think is really the end goal,” Duvernay said. 

Measuring Wellness Trends

Technological advances have allowed people to gain insights on trends and anticipated outcomes. Data driven tools can especially be useful for measuring mental health and wellness trends within a workplace. 

Talkspace analyzes data on who is leveraging mental health services as well as clinical assessments. These assessments can give a deeper look into whether the company is rating high on anxiety, depression, work-life balance and allows the company to understand where its employees stand and evaluate how the workplace is impacting them, says Kellogg.

While data can be helpful, Liebman acknowledges that usually this type of information is not known to companies until they bring in a third party vendor. It’s insightful for human resource teams to understand what’s going on in their workforce at different levels to identify stressors within the company, she says. “Having those insights allows you to add better programs that are specific to what your company needs and what will improve their overall well-being,” said Liebman.

Jennifer Yoshikoshi is a local news and education reporter based in the San Francisco Bay Area.

(Photos by Rick Friedman for From Day One)

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