How Leaders Set the Tone for Workplace Wellbeing

How Leaders Set the Tone for Workplace Wellbeing

You can have the best wellness benefits in the world — gym stipends, therapy apps, even meditation pods — but if your leadership team is burned out, unavailable, or silently struggling, none of it sticks.

That’s because wellbeing is contagious — and leaders are the ones setting the emotional temperature of the workplace. Whether they realize it or not, employees are watching how their managers show up, handle stress, and respond to challenges.

If leadership doesn’t walk the talk, your culture won’t either.

The good news? You don’t need to be a mental health expert to make a meaningful impact. You just need to lead with intention, empathy, and consistency.

Your Culture Is a Reflection of Leadership

It doesn’t matter how great your policies are on paper. If leadership doesn't model wellbeing from the top down, employees won’t buy in. Whether they say it or not, teams look to leadership to understand what’s really valued.

• If leaders regularly skip breaks and glorify overwork, employees will too.
• If managers respond with silence to signs of burnout, employees will bottle it up.
• If the CEO never uses mental health benefits, no one else will either.

According to Gallup, only 24% of employees feel their organization cares about their wellbeing, down from 49% in 2020 — and that perception starts with leadership behavior.¹

5 Ways Leaders Can Champion Workplace Wellbeing

1. Model Healthy Work Habits

Leaders who log off at a reasonable hour, take PTO, and set boundaries show their teams it's okay to prioritize rest — without guilt.

Try this: Publicly block time for lunch, share when you're unplugging, or talk openly about managing your own stress.

2. Create Space for Mental Health Conversations

You don’t need to be a therapist — just human. A simple “How are you doing, really?” can go a long way in creating psychological safety.

Pro tip: Normalize mental health talk in team meetings, one-on-ones, or company-wide communications. Vulnerability builds trust.

3. Encourage (and Use) Mental Health Resources

Have an EAP, counseling benefit, or wellness stipend? Great. Now use it — and tell your team that you do.

When employees see leadership valuing these resources, they feel more empowered to access them themselves.

4. Recognize Effort, Not Just Output

Wellbeing isn’t just about self-care. It’s about feeling seen. Regular recognition — especially for effort and progress, not just wins — boosts morale and engagement.

Tip: A quick Slack message, shout-out, or handwritten note goes further than you think.

5. Empower Your Managers

Train your people leaders to support wellbeing across the board. They don’t need to have all the answers — but they do need to know how to check in, spot burnout, and escalate when needed.

Stat to know: Managers account for 70% of variance in employee engagement, according to Gallup.²

Leadership Drives Culture — and Culture Drives Results

When leaders prioritize mental health and wellbeing, it’s contagious. Productivity increases. Retention improves. People actually want to come to work — and bring their best.

Wellbeing isn’t just a perk. It’s a performance strategy. And it starts with you.

Ready to Build a Culture That Actually Supports Your People?

At TEL Staffing & HR, we help leaders design HR strategies that support real-world wellbeing — from compliance and training to culture and retention.

Let’s build a better workplace, together.

Sources:
¹ Gallup (2023). “U.S. Employee Engagement Trends.” https://www.gallup.com
² Gallup. “State of the American Manager.” https://www.gallup.com/workplace/231590/state-american-manager-report.aspx