In the wake of the pandemic, many companies realised that their corporate culture, which had previously been considered the norm, no longer met the needs of modern society. Long working hours, constant pressure, mandatory attendance and other traditional practices were no longer synonymous with productivity, but instead increased stress and made it difficult for employees to achieve a work-life balance.
Faced with this scenario, organisations began to ask themselves a key question: how can mental health part of corporate culture become a reality? This shift in focus not only responds to the growing need for employees to feel supported, but also brings concrete benefits for companies, such as reduced absenteeism costs, increased productivity and greater talent retention.
However, integrating mental health part of corporate culture is not an immediate process. It requires a strategic, sustained approach that is aligned with the organisation’s objectives. In this article, we will analyse how companies can take this transformative step and how innovative solutions such as ifeel can become the ideal ally in making mental health part of corporate culture a fundamental pillar of organisational success.
The paradigm shift: from reaction to prevention
For years, many companies have addressed mental health issues reactively, intervening only when employees were already facing significant crises. However, this approach is unsustainable in the long term. According to the World Health Organisation (WHO), mental health problems cost the global economy more than $1 trillion a year due to lost productivity.
To reverse this trend, it is essential to adopt a preventive approach that allows companies to anticipate problems before they become crises. This involves not only providing accessible resources, but also creating an environment where mental health part of corporate culture becomes a daily priority. As Lisa Porres, Chief People Officer at Spotahome, points out:
‘Emotional well-being is essential for fostering creativity and determination, which are vital for ensuring medium- and long-term success.’
This preventive approach is key to understanding how to make mental health part of corporate culture, as it enables organisations to build a more resilient and sustainable environment.
The Leadership Lens🔎
As a leader, you have the power to transform mental health into an essential pillar of your company culture. Where to start? Lead by example: show that taking care of your mental well-being is just as important as meeting your goals. Create open spaces for conversation, where talking about stress or burnout is not taboo.
In addition, implement clear policies, such as flexible working hours or access to psychological support resources, and stick to them! According to research, for every pound invested in mental health programmes at work, companies can see a return of up to €4 in productivity. The challenge? Not only promoting practices, but ensuring they are authentic and sustainable. A healthy corporate culture starts with you.
How can mental health be made part of corporate culture?
Making mental health part of corporate culture should be a strategic priority in today’s workplace. This approach not only improves employee well-being, but also boosts productivity, reduces absenteeism and strengthens talent retention. Below, we explore the keys to ensuring that mental health is no longer an isolated issue, but becomes a central pillar of corporate DNA.
1. Committed leadership and setting an example from the top
Cultural change starts with leadership. Managers must be the first to demonstrate that mental health part of corporate culture is a priority. This involves not only talking openly about the issue, but also actively participating in well-being initiatives, as committed leadership is key to the success of mental health programmes.
Examples of actions to implement:
- Include mental health as a regular topic in meetings and internal communications
- Participate in workshops and training on emotional well-being
- Promote flexible working policies and work-life balance
2. Normalise conversations about mental health
For mental health part of corporate culture to become reality, it is essential to break the stigma surrounding this issue so that employees feel comfortable seeking help. This is achieved by creating safe spaces where people can talk openly about their emotional challenges without fear of reprisals.
3. Integrate mental health into organisational processes
Mental health part of corporate culture should be present in all areas of the company, from onboarding to performance reviews. This includes offering accessible resources, such as digital mental health solutions, and adapting corporate policies to reflect this commitment.
Example of integrating mental health into key processes:
| Process | Mental health-related action |
|---|---|
| Onboarding | Introduce access to both support and wellness resources from day one |
| Performance reviews | Include indicators related to well-being and job satisfaction |
| Training and development | Offer workshops on stress management, time management, etc. |
| Crisis management | Implement clear protocols for addressing serious issues |
4. Provide accessible and personalised resources
It is crucial that employees have access to tools and resources that enable them to effectively take care of their mental health. Solutions such as those offered by ifeel are ideal, as they combine technology and clinical expertise to provide emotional support at an enterprise scale.
Benefits of solutions such as ifeel:
- Rapid diagnosis and treatment, with access to therapists in less than 24 hours
- Personalised plans tailored to each employee’s level of risk
- Workshops and educational content that foster a culture of prevention
5. Measure and adjust continuously
For mental health part of corporate culture to be sustainable, it is necessary to measure the impact of the initiatives implemented and make adjustments as necessary. This not only ensures the effectiveness of the programmes, but also demonstrates the company’s commitment to the well-being of its employees.
Key indicators to measure:
- Reduction in absenteeism and turnover
- Increase in employee satisfaction and engagement
- Use of wellness resources, such as digital platforms and workshops
6. Foster a culture of prevention
Beyond reacting to problems, companies must adopt a preventive approach. This includes identifying risks early, educating employees about the importance of self-care, and providing tools that enable them to proactively manage their emotional well-being.
The role of ifeel in cultural transformation
Making mental health part of corporate culture is a challenge that requires effective tools and strategies to ensure sustainable change. This is where ifeel comes in, a comprehensive solution that combines technology and clinical expertise to address mental health at an enterprise level.
Key benefits of ifeel:
- Rapid diagnosis and treatment: Employees can access a therapist in less than 24 hours, reducing waiting times and preventing problems from escalating
- Personalised plans: Each employee receives an action plan tailored to their level of risk, from psychoeducational content to individual therapy
- Measurable financial impact: ifeel helps companies reduce costs associated with absenteeism and turnover, generating significant savings
- Culture of prevention: Through workshops and educational content, ifeel fosters a cultural change that normalises mental health in the workplace, helping companies understand how to make mental health part of corporate culture in an effective and sustainable way
Impact measurement: beyond ROI
The success of mental health initiatives is not only measured in financial terms, but also in the positive impact on employees’ lives. According to data from ifeel, companies that implement its solutions experience a 15-25% reduction in mental health-related absenteeism.
In addition, employees report greater satisfaction and commitment, which translates into a healthier and more productive work environment. This approach is key to understanding how to make mental health part of corporate culture, as it allows organisations to measure tangible and sustainable results.
Key indicators to measure when analysing a mental health solution:
- Reduction in absenteeism and turnover
- Improvement in employee satisfaction and commitment levels
- Increased engagement and use of mental well-being resources
Mental health at work: one of the biggest challenges facing businesses today
Making mental health part of corporate culture is not just a trend, but a strategic necessity. Companies that prioritise mental well-being not only improve the quality of life of their employees, but also strengthen their resilience and competitiveness in the market.
With solutions like those offered by ifeel, this cultural change is more achievable than ever. From prevention to intervention, ifeel provides the tools you need to transform mental health into a fundamental pillar of your organisation.
Now that you know how to make mental health part of corporate culture, are you ready to take the next step?
