Workplace Wellness Isn't a Perk—It's Your Competitive Edge
The tech industry is in crisis.
Despite huge gains and advances in the tech field in the last decade—AI and computer learning, the rise of remote work, and autonomous vehicles to name a very small few—reports of poor mental health among top tech talent is on the rise.
A recent Business Insider article reports that TikTok employees are experiencing significant burnout and taking months-long leaves of absence to recuperate.
While there are many factors outside of work that contribute to an individual’s overall mental wellness, TikTok employees have attributed their declining health to several factors from their workplace:
1. Intensified Performance Evaluations
In January, TikTok implemented more stringent performance evaluations, spiking anxiety about reduced bonuses or performance improvement plans (PIPs). Managers were encouraged to assign lower ratings to differentiate performance levels, causing their teams to spiral further.
2. Organizational Restructuring and Uncertainty
Employees at the mercy of constant hierarchical and managerial changes were concerned about job security, especially amid external political pressures and discussions about TikTok's future in the U.S.
3. High-Pressure Work Environment
TikTok’s demanding culture of rigorous performance goals and expectations had employees reporting they were overwhelmed by the relentless pressure to meet targets.
Unfortunately, TikTok is not an island. It’s easy to overlook a team’s mental health in pursuit of productivity and results.
One thing is clear: the research shows that organizations that prioritize mental well-being foster an engaged and satisfied workforce and see an increase in retention, creativity, and overall performance.
Leaders, it’s your opportunity to cultivate an environment where employees feel supported, valued, and empowered to address their physical and mental health.
Here are a few simple ways to lead the charge to prioritize mental health in the workplace:
1. Foster Open Communication and Psychological Safety
One of the most effective ways to support mental health at work is by creating an open and non-judgmental culture.
While you don’t want to encourage uncomfortable oversharing that crosses the important line from professional to personal, employees should feel comfortable discussing their challenges without fear of stigma or repercussions.
When employees feel heard and understood, they’re more likely to seek help when needed, which can reduce long-term negative impacts on their mental health.
Here’s what you can do:
Encourage regular check-ins with your team where employees can raise their concerns
Be approachable and lead by example—when appropriate, share your own experiences with mental health to normalize the conversation
Train managers to recognize signs of stress, burnout, or disengagement and offer support proactively
Educate employees about self-care practices and coping mechanisms
Offer workshops on stress management, mindfulness, and resilience
Learn more:
2. Implement Mental Health Policies and Resources
A proactive approach is a hallmark quality in good leaders, and it’s no different when it comes to supporting your team’s mental health.
Dedicated leaders can partner with HR to develop policies that prioritize mental health care within the organization.
When leaders confidently institutionalize mental health policies, they signal that employee well-being is not just a talking point—it’s a core tenet of the company’s culture.
Here’s what you can do:
Offer Employee Assistance Programs (EAPs) that provide confidential counseling services
Provide access to mental health days separate from regular PTO
Ensure health benefits include mental health coverage
Create quiet spaces or wellness rooms in the workplace where employees can take short breaks to reset
Learn more:
3. Encourage Work-Life Flow
Burnout is one of the leading causes of mental health struggles in the workplace.
A study from SHRM’s Employee Mental Health in 2024 Research Series—released for Mental Health Awareness Month last May—paints a concerning picture of workplace well-being.
Out of 1,405 U.S. employees surveyed, 44% reported feeling burned out, 45% said they felt emotionally drained, and a staggering 51% admitted to feeling completely “used up” by the end of the workday.
These numbers highlight just how critical it is for leaders to take workplace mental health seriously and create a culture that supports well-being. When employees have time to recharge, they are more focused and productive, which creates a healthier workplace for the entire team.
Here’s what you can do:
Respect boundaries—avoid sending emails or messages after work hours unless absolutely necessary
Encourage employees to take their full PTO and lead by example by taking your own time off
When possible, offer flexible work arrangements, such as remote work or adjusted schedules
Reassess workloads to make sure employees aren’t being overworked
Learn more:
Prioritizing mental health in the workplace isn’t just an HR initiative—it’s a leadership responsibility.
May is Mental Health Awareness Month. Invest in mental health education and empower your team with the tools and resources they need to support their mental wellness. Contact Leadership Delta today to learn how our team can support your leadership transformation.