Mental health days have surged across the workforce, with ComPsych reporting a 300% jump in the past few years alone. Though the first instinct may be to reject mental health leave or label it as a sign that workers are more burnt out than ever, managers should first pause and reflect. Organizations should be praising and supporting this shift, not because it’s good that employees are reaching their breaking point, but rather because they are pushing past a long-standing stigma to take the time they need to reset, recover and ultimately return to work more engaged and more productive.
Workplace mental health must be a priority for every company, and support must be embedded firmly within company culture and values to ensure it happens year-round.
For companies looking to unlock overall wellbeing and improve mental health across their organization, they must consistently recognize employees not only for their performance but also for the behaviors that protect mental health and reflect company values.
See also: Rewriting the book on recognition: It’s time to stop checking the box
While many organizations offer wellness programs, mental health days, or therapy stipends, these benefit offerings in isolation are not enough to foster a company-wide culture of mental wellbeing that’s key to employee mental health. Employers must also respond positively when employees exhibit behaviors and take actions that are core to the organization’s values. For example, this may mean recognizing employees for terrific work on a project that renews the company’s commitment to customer service excellence or taking time off to recharge after a tough week.
Shaping mental health culture doesn’t have to mean large, widespread initiatives, but rather an attainable path to focus on the daily moments that matter most, including how managers and peers respond to stress, whether employees feel safe taking time off, and whether people feel appreciated.
Unfortunately, there is currently a recognition issue within organizations, with only 25% of employees feeling appreciated at work, according to the Achievers Workforce Institute’s 2026 Engagement and Retention Report. This lack of appreciation has a profound impact on the employee experience and wellbeing, with employees who feel appreciated being 47x more likely to feel supported in their wellbeing, 54x more likely to feel a sense of belonging and 12x more likely to find work meaningful.
Reinforcing company values through recognition
Behaviors that get recognized get repeated. This goes beyond just job performance, spanning across the entire employee journey, including how they prioritize their own mental health.
Recognition is key to helping organizations reinforce the mental health values they claim to stand for by signaling which behaviors are supported, encouraged and celebrated in the workplace. Organizations need to recognize their employees for behaviors that contribute to a healthier workplace culture, such as setting healthy boundaries, taking time to recharge, supporting teammates, asking for help when needed and finding balance.
Employees who feel appreciated are 56x more likely to feel connected to company values, and recognition is the clearest way to communicate that appreciation. What leaders choose to acknowledge sends a powerful message about what behaviors are truly valued within the company. This is how culture shows up, real examples of culture in action and thus, organizational culture sets the foundation for employee wellbeing. The next step: making sure managers are on board.
Supporting employee mental health as a manager
Managers are the heart of any organization and play a critical role in whether employees feel safe, valued and supported at work, as employees often experience company culture through their direct manager. Manager recognition is critical to helping employees connect their efforts to actual impact and reduce the disconnection that fuels burnout.
When employees feel consistently acknowledged by leadership, they are more likely to trust their managers, communicate openly about workload challenges and feel safe asking for support. Further, employees recognized regularly by their manager are three times more likely to feel engaged and nine times more likely to see a long-term future at their company.
Creating a workplace that prioritizes mental health requires organizations to move beyond just checking the box for offering wellness benefits, but actually taking the next step to build a company culture, supported by managers, that prioritizes mental health.
Recognition as a mental health strategy
Recognition is not just a morale booster. It’s a strategic lever for leaders to build a resilient workforce. When companies recognize the behaviors that protect mental health, wellbeing becomes part of the culture, not just a Mental Health Awareness Month message or a line in the benefits package.
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