Managing Stress In Team Settings

Managers Have a Part to Play in Employee Mental Health This photo was taken about 10 years ago, featuring me with one of my favorite things—Post-it notes. Around that time, I started seeing a psychologist weekly. The decision to go came from a client’s suggestion and, funny enough, reading my horoscope on the same day. It ended up being one of the best things I’ve done for myself, helping me navigate the challenges of being a business owner and building a stronger relationship with myself. Mental health is often viewed as private—and yes, when it comes to medical records and confidentiality, it is. But as managers, we can create an environment where it’s okay to talk about seeking help, and where employees feel empowered to prioritize their mental well-being. At PILOT Inc., I wanted to take this further. Earlier this year, I offered a simple challenge: I’d personally Venmo $50 to any employee who booked a session with our Employee Assistance Program (EAP), which we provide through our friends at JustWorks. This program is free and confidential and helps with a range of issues beyond mental health—addiction, financial stress, legal support, aging parents, and more. I was proud when 100% of our team took part. I didn’t ask them what they discussed. I only asked for confirmation that they had the conversation. Many said it felt great just to talk to someone, and others were surprised by how easy and valuable the service was. As we approach the holidays and a time of year that can bring added stress—financial pressures, year-end deadlines, and even the election—I encourage other managers to help their teams access resources like EAPs. Consider doing a challenge like ours. Sometimes, a little nudge can make a huge difference. In addition to encouraging employees to start using these resources, it’s equally important to create a supportive climate within your teams. Employees should feel empowered to protect their time and boundaries, knowing they have the flexibility to access these services—many of which are only available during working hours. One powerful, tangible way to show you care? Simply let employees block time on their calendars for a weekly mental health visit. Allowing just an hour a week for self-care can have a tremendous impact on their well-being, and as managers, that’s a clear way to demonstrate your commitment to their mental health. Research shows that when managers support mental health, the impact is clear: 👉 Employees are 2.5x more likely to be highly engaged at work (Aon) 👉 86% of employees who feel their supervisors care about their mental health report higher trust in their manager (American Psychological Association) 👉 61% of employees who feel supported in their mental health by their manager are more likely to stay with the company for three or more years (Deloitte) These small actions can make a world of difference. Let’s support mental health, not just in theory but in practice. #mentalhealth

Monday, 8:05 a.m.: Rosa, a line supervisor, badge‑scans into her plant. A breakroom screen pushes a one-tap mood check. 8:07 a.m.: She taps “Stressed.” An immediate audio micro‑practice lands on her phone. 8:10 a.m.: Because her stress score has trended up three days running, the system offers a same‑day video session with a bilingual coach. 3:00 p.m.: Coach confirms early burnout and escalates Rosa to a therapist before she misses work or lands in urgent care. None of that required Rosa to “call the EAP.” This is what proactive mental health looks like. In the early days, EAPs were hotlines for crisis. The second wave brought digital access but still only after symptoms appeared. Now, a third wave is emerging. EAPs as health engines, embedded into the rhythm of the workday, surfacing risk early, and routing the right care at the right time. In my latest piece for Forbes Business Council, I explore: - Why “therapy for everyone” isn’t scalable, but proactive support is. - How modern systems use light-touch check-ins, behavioral signals, and real-time routing to engage more people sooner. - What HR and Benefits leaders should ask when evaluating what’s next. We don’t wait for a muscle to tear before stretching. It’s time our approach to mental health caught up. 👇 Read the full story: https://lnkd.in/eZ-kG_C2

The Evolution of EAPs: From Crisis Response to Proactive Care Traditional Employee Assistance Programs (EAPs) were built as crisis hotlines—activated only when an employee was already struggling. While well-intentioned, this reactive model left too many people unsupported, engagement rates low, and outcomes inconsistent. At Journey, we believe it’s time to flip the script. Our proactive approach reaches employees before the crisis, ensuring care is timely, continuous, and meaningful. With a three-tiered clinical network, master-level in-house clinicians, and global coverage, we deliver ongoing support—not just one-off interventions. The impact speaks for itself: -96% of participants show clinical improvement -Significantly higher engagement than traditional EAPs -Proven 5–6x ROI for employers (≈$5 returned for every $1 invested) It’s time to move from “call us when something is wrong” to “we’re with you every step of the way.” At any organization striving for peak performance, proactive mental health support isn’t just a benefit—it’s a competitive advantage. https://lnkd.in/ee73z5Et

3% of employees used their EAP last year. The other 97% suffered in silence. These 6 evidence-based ways can change that. 1. Reduce stigma. People don't use resources they are ashamed to need. When mental health is talked about openly and often at work, employees start to believe it is actually okay to ask for help. 2. Train managers how to refer and how to find those who need it. Managers are the most trusted voice in an employee's work life. Give them simple, specific language so they can point someone to the EAP without it feeling like a disciplinary conversation. 3. Make it overly simple to access and demystify the process. One click from your intranet. Offer a phone number, email, slack channel. Tell people what happens after they click that button or make that call BEFORE they do it. Every extra step is another person who gives up and closes the tab. 4. Have leaders visibly endorse it. An email from HR does not move people. A senior leader saying out loud "I used this and it helped me" does. 5. Avoid "crisis only" framing. If employees only hear about the EAP during layoffs or tragedies, they will only think of it as a last resort. Introduce it early, in calm moments, as something for everyday stress too. 6. Build familiarity through repetition. Most employees can't tell you what their EAP covers or how to access it. Mention it every month, in different places, in plain language, until it actually sticks. Your EAP is already paid for. Your employees already need it. These are my data-driven ways to bridge the two. What's worked for you? Please share.