Stephen Sokoler, founder & CEO of Journey.
For decades, organizations have viewed mental health as a reactive challenge—an issue to be addressed only when it becomes a crisis. Traditional employee assistance programs (EAPs) were designed with this mindset, offering support only after employees sought it out.
But I think this approach misses a critical truth: Mental health isn’t a binary state of “fine” or “not fine.” It’s a dynamic, ever-changing spectrum, and supporting it proactively is one of the most powerful ways to drive both employee well-being and business performance.
The world’s best companies are no longer waiting for mental health challenges to arise. They’re taking proactive steps to build a culture of care where mental health is integrated into the organization’s DNA. Here, I would like to take core principles from one of my earlier articles and expand it into a more comprehensive framework for organizational change.
Why Proactive Mental Health Matters
The cost of ignoring mental health is staggering. According to one estimate, “depression and anxiety cost the global economy an estimated $1 trillion in lost productivity each year.” The financial burden extends beyond productivity losses—companies also see increased healthcare costs, absenteeism and turnover when mental health support is lacking.
For every $1 invested in mental health, it’s estimated that companies see a $4 return in productivity, retention and reduced medical costs. Plus, employees are demanding this shift. In an era where burnout and stress are at an all-time high, 91% of employees believe that their company should actively support their mental health. Organizations that fail to act risk losing top talent and falling behind competitors who embrace a culture of care.
Lessons From Leading Companies
What sets the world’s best companies apart is their commitment to proactive, not reactive, mental health strategies. Here are three key lessons from organizations leading the way:
1. Normalize mental health conversations.
Creating a psychologically safe environment starts with reducing stigma. Top companies encourage leaders to model vulnerability, share their own experiences with stress or burnout and openly discuss mental health resources. When leadership sets the tone, it becomes easier for employees to follow suit.
For instance, Bell launched a “Let’s Talk” initiative, where executives shared personal stories about managing stress and burnout in company-wide town halls. The result was an increase in employees’ access to mental health resources.
2. Embed support into daily workflows.
Proactive mental health isn’t just about offering therapy or crisis support. It’s about integrating mental health into the tools and workflows employees already use. Companies leveraging digital platforms to deliver personalized tips, mindfulness exercises and gentle reminders to take breaks throughout the day are seeing strong engagement.
For example, a professional services firm can send daily well-being nudges through internal messaging platforms that include reminders to step outside or perform short breathing exercises during peak stress times. These small, actionable steps keep mental health top of mind without feeling intrusive.
3. Support employees through key life moments.
Life is full of transitions, from welcoming a new baby to coping with the loss of a loved one. The best companies recognize these moments as opportunities to proactively support employees. They offer tailored resources, outreach and flexibility to help employees navigate these challenges while staying engaged at work.
For example, you could provide individualized coaching and resources for employees navigating divorce, caregiving responsibilities or other significant personal challenges. By meeting employees where they are, you can improve retention and employee satisfaction.
Measuring Success
Leading companies measure the impact of their initiatives not just through employee engagement surveys but also by tracking key business outcomes like healthcare costs, absenteeism and productivity.
To improve workforce well-being, consider implementing a mental health index that tracks both preventive engagement (e.g., daily wellness activities) and clinical outcomes (such as reduced anxiety or depression symptoms). This approach can help reduce stress-related absenteeism and, as a result, enhance productivity, reduce burnout and create an overall healthier workplace.
The Next Frontier: AI And Predictive Analytics
I believe the future of mental health care is proactive, personalized and data-driven. Advances in technology—such as AI-driven insights and predictive analytics—are enabling companies to identify early warning signs and provide support before challenges escalate.
For example, my company uses predictive analytics to recognize patterns of disengagement or stress, helping HR teams offer personalized support at the right time. This isn’t about replacing human connection; it’s about augmenting it to deliver the right resources to the right person at the right time.
Closing Thoughts
Companies that invest in proactive mental health solutions have the potential to improve business outcomes and create healthier, more engaged workplaces. The time to act is now—because the companies that prioritize mental well-being today will lead the future of work tomorrow.
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