Mental Wellness at Work: Creating Safe Spaces Where Small Teams Thrive

by | May 5, 2025

Introduction

May is Mental Health Awareness Month, a time when we are called to pause, reflect, and act. As small business leaders and HR professionals, this observance presents a meaningful opportunity to examine how we cultivate environments that prioritize mental well-being, not as a trend, but as a critical component of performance, retention, and workplace culture.

When mental health is supported, people thrive. When it is overlooked, even the most talented teams falter. As I often say, “When we lead with empathy and awareness, we build more than just strong teams; we build safe spaces where people can breathe, belong, and bring their best selves to work.”

 

Understanding the Current Mental Health Landscape

The world of work has changed, and so have our employees’ needs. According to the American Psychological Association (APA), nearly 81 percent (81%) of employees in 2025 will prioritize workplaces that actively support mental wellness. Further, the National Alliance on Mental Illness (NAMI) reports that mental health conditions cost U.S. employers over 300 billion dollars ($300B) annually in lost productivity, absenteeism, and turnover.

Small businesses, while often lacking the resources of large corporations, have a unique advantage: proximity. They can be nimble, responsive, and deeply personal. This closeness creates a powerful opportunity to lead with care.

However, many small business leaders still struggle to define their role. Is mental health a personal issue or a workplace responsibility? The truth is—it is both.

 

What Mental Health Looks Like in the Workplace

Mental health challenges do not always appear in obvious ways. Anxiety might show up as missed deadlines. Depression might manifest in absenteeism or disengagement. Burnout may look like short tempers or chronic exhaustion. Stress might be seen in irritability, forgetfulness, changes in performance, or even physical symptoms like headaches and fatigue.

One foundational lens for understanding employee and team needs is Maslow’s Hierarchy of Needs. Employees must first feel safe and secure physically, emotionally, and psychologically—before they can reach higher levels of creativity, collaboration, and peak performance. When basic needs like stability, belonging, and respect are unmet, engagement and productivity will inevitably decline.

Psychological safety, where employees feel safe speaking up, making and learning from mistakes, and expressing themselves without fear of punishment, is the foundation of a healthy workplace. Yet, research from Google’s Project Aristotle revealed that many teams lack this critical element.

Common myths include:

  • Only clinically diagnosed issues matter.
  • Talking about emotions is unprofessional.
  • Mental health is a “home” issue.

I often remind clients that “Mental health is not a benefit, it is a baseline. It affects performance, presence, and purpose at work.” — Deborah Stallings

 

An Ancient Story of Leadership and Resilience

In one of the oldest recorded accounts of emotional exhaustion, we learn about a prophet named Elijah, a leader who had reached his breaking point. After a major public victory, he fled in fear, completely overwhelmed and physically depleted. He sought solitude, saying he had nothing left to give.

But instead of being criticized or judged, he was gently supported. He was allowed to rest. He was given food and space. And only after this care did he receive guidance on what to do next.

This story, recorded in the Book of Kings, reminds us that even the strongest among us can falter. Recovery begins not with productivity plans, but with compassion and presence.

Whether we share the same traditions or not, the takeaway is universal: exhaustion is real, and restoration begins with care. In our workplaces, are we attuned to those quietly carrying heavy burdens? Do we respond with support before scrutiny?

 

What Small Business Leaders Can Do

Here are practical ways small business CEOs and leaders can support mental wellness:

 

Normalize Conversations

Make it safe for employees to talk about stress, anxiety, and personal needs. Share your own practices for well-being.

 

Model Boundaries and Flexibility

Encourage time off. Respect working hours. Promote work-life harmony. Flexible schedules go a long way.

 

Provide Mental Health and Wellness Resources

Even small budgets can support mental wellness.

  • Offer subscriptions to meditation or therapy apps.
  • Gift cards for a spa day.
  • Provide a paid vacation or weekend getaway for someone who often exceeds performance expectations.
  • Partner with local counseling centers for discounted services.
  • Bring in a chair massage or therapist for the day.
  • Create a “mental wellness day” policy separate from PTO.
  • Explore the basic psychological needs of the team and provide support.

 

Train Your Managers

Frontline supervisors must be equipped to recognize signs of distress and anxiety and respond with empathy. Offer mental wellness first aid or trauma-informed leadership training.

 

Build in Rhythms of Care

Incorporate short weekly check-ins, team gratitude moments, or walking meetings. Little things build strong cultures.

 

The Role of HR Professionals

Human Resources is more than compliance. HR is a cornerstone of culture. To create mentally healthy and wellness environments, HR professionals must:

  • Support workplaces in implementing mental health and wellness resources in the workplace.
  • Stay informed about mental health laws such as ADA and FMLA.
  • Review policies for inclusiveness and trauma-informed language.
  • Offer anonymous mental health self-assessments.
  • Lead culture audits focused on emotional safety and engagement.
  • Coordinate Employee Assistance Programs (EAPs) or peer support systems.

Our job is not to become therapists. It is to create systems and signals that say, “You matter here.”

 

What Employees Can Do to Support Their Own Well-being

Employees, you must not be powerless, instead be powerful in your mental wellness journey. Whether support is built into the workplace or not, you can take proactive steps toward personal wellness:

 

Mental Health

Reach out to a therapist or counselor, even if only for a consultation. Use self-assessments or journaling to track mood and stress triggers.

 

Financial Wellness

  • Consumer Financial Protection Bureau (CFPB): Free budgeting and financial tools — www.consumerfinance.gov.
  • Smart About Money: Free courses and worksheets — www.smartaboutmoney.org.
  • Speak with a financial coach or attend workplace financial wellness sessions.

 

Emotional Wellness

Develop daily gratitude practices, seek support groups, or talk regularly with a trusted friend or mentor.

 

Physical Wellness

Stay active, hydrated, and well-rested. Utilize walking meetings or desk stretches.

  • CDC Healthy Worksite Program: www.cdc.gov/workplacehealthpromotion.

 

Spiritual Wellness

Create time for daily devotions, journaling, or prayer. Consider joining a faith-based support group or speaking with a pastor, rabbi, or spiritual advisor. Apps like You Version, Abide, Headspace, and Insight Timer can also support personal growth and reflection.

 

Getting Help: Resources for Mental Health and Wellness

Whether you are a leader seeking support for your team or an employee needing help, there are accessible options:

 

Mental Health America (MHA)

 

National Alliance on Mental Illness (NAMI)

 

Substance Abuse and Mental Health Services Administration (SAMHSA)

  • Website: www.samhsa.gov
  • National Helpline: 1-800-662-HELP (4357)
  • Services: Free, confidential, 24/7 treatment referral and information service for individuals and families facing mental and/or substance use disorders. SAMHSA+4SAMHSA+4FindTreatment.gov+4

 

988 Suicide & Crisis Lifeline

  • Website: 988lifeline.org
  • Access: Call or text 988 for immediate, free, and confidential support 24/7.

 

Employee Assistance Program (EAP)

  • Note: If your workplace offers an Employee Assistance Program, it is a confidential and often underutilized resource for mental health support.

 

Conclusion

Mental wellness is not just a moment. It is a movement. It is not just personal. It is deeply professional. In small business settings, where every person counts, the impact of mental wellness support is magnified.

As leaders, we must ask not only how we can increase productivity, but how we can preserve humanity.

“We are not just managing work. We are stewarding people’s lives, energy, and emotional health. Let us lead with both strategy and soul.”

— Deborah Stallings

Let May 2025 be more than a message. Let it be a mandate.

 

Sources

American Psychological Association. (2025). Workplace wellness survey: Mental health matters more than ever. https://www.apa.org/news/press/releases/2025/mental-health-workplace

Google. (n.d.). Project Aristotle: Understanding team effectiveness. https://rework.withgoogle.com/print/guides/5721312655835136/

Mental Health America. (2025). Resources for employers. https://www.mhanational.org/workplace

National Alliance on Mental Illness. (2025). Mental health in the workplace. https://www.nami.org/Your-Journey/Individuals-with-Mental-Illness/Mental-Health-in-the-Workplace

Substance Abuse and Mental Health Services Administration. (2025). Find treatment. https://www.samhsa.gov/find-help

U.S. Department of Health and Human Services. (2024). 988 Suicide and Crisis Lifeline. https://988lifeline.org

 

About Deborah Stallings

My story begins in public housing in Chicago, where my journey to resilience and resourcefulness began. Later, on my grandparents’ farm in Mississippi, my brother and I, as children, helped our mother, who, despite paralysis, embraced life with purpose, supported by the love of those around her. Through these formative years, I learned the values of faith, perseverance, education, and hard work.

This foundation shaped my approach to servant leadership and fueled my passion for helping businesses and organizations like yours turn HR chaos into calmness. Over the last 26+ years, I have dedicated myself to empowering small business CEOs and leaders to stop worrying about HR and start thriving. With my proven AHIRED Method©, I deliver solutions that save money, give back your time, reduce risk, and build engaged leaders and high-performing teams.

When you collaborate with me, you are not just hiring one person, you are gaining a team of experts and specialists at HR Anew who share my values of wisdom, faith, and excellence. Together, we create transformative results for your business and team.

 

My Credentials:

  • 30+ years of EEO, HR, Recruitment, and Training advocacy
  • 20+ years as a resilient Christian educator
  • Master’s degree in management and leadership, and a bachelor’s degree in business administration, Notre Dame of Maryland University
  • Society for Human Resource Management, Senior Certified Professional (SHRM-SCP)
  • Nationally certified WBENC Woman-Owned Small Business (WOSB)
  • Aspiring Author

As a visionary leader, speaker, educator, trainer, and human resources expert, I am dedicated to helping organizations optimize their people, processes, and performance. Passionate about equipping businesses, nonprofits, and faith-based organizations with the tools they need to thrive in an ever-evolving market, I have developed innovative strategies that have helped countless organizations achieve sustainable growth by fostering inclusive, high-performing workplaces.

 

About HR Anew

HR Anew is a premier human resources advisory and educational firm committed to transforming workplaces through strategic EEO and HR solutions, inclusion initiatives, leadership development, and workforce innovation. With a mission to empower organizations to build strong, engaged, high-performing teams, HR Anew provides tailored solutions aligning with organizational goals and driving measurable impact. Whether it is recruitment strategy, compliance, or employee engagement, HR Anew partners with organizations to deliver excellence, speed, and sustainable growth.