Burnout. Turnover. Productivity. These are some of the biggest challenges facing remote teams today. According to Gallup, 76% of employees experience burnout at least sometimes, but burnout in an office is easier to spot compared to a fully remote environment.
When your team is “out of sight,” their well-being can feel “out of mind.”
But the truth is, prioritizing mental health in your remote workforce isn’t just a moral obligation; it’s a business imperative. How do you, as a CEO, foster a healthy, productive team when your employees are scattered across time zones?
The good news? It’s absolutely possible - and easier than you think. Here are the top, actionable ways you can support your employees' mental health remotely.
1. Start by Acknowledging the Importance of Mental Health
Imagine your employee is having a bad week. Maybe they’re stressed about deadlines, juggling family demands, or simply feeling isolated in their remote work setup. If you downplay mental health or turn a blind eye, they’re far less likely to share their struggles.
Instead, set the tone as a CEO.
Talk openly about mental health in all-hands meetings or newsletters. Share articles on mental well-being or personal anecdotes where relevant. Expressing vulnerability sends a clear message that your company takes mental health seriously.
2. Offer Accessible Mental Health Resources
Okay, here’s a quick thought experiment. Imagine one of your team members searches “how to get therapy” online, then finds 20 different links, none of which are in-network with their insurance, and suddenly they give up. It happens more often than you think.
Make it easy. Provide staff with direct access to vetted tools like Employee Assistance Programs (EAPs) or access to online psychiatry services by Rula.
With platforms like Rula, employees can connect with licensed professionals for tailored mental health treatments - from anxiety management to ADHD support. The best part? Video appointments mean no commutes, and users can find help that matches their schedules.
When resources like these are accessible, timely, and well-communicated, employees are more likely to use them. And when that happens, everyone wins.
3. Lead by Example
Picture this scenario. You tell your team to prioritize their mental health, but they notice you regularly sending emails at 2 a.m., skipping lunch breaks, and working through vacations. See the disconnect?
The do as I say, not as I do approach doesn’t cut it here. You need to be a role model. If you’re sincere about promoting well-being, take real steps to demonstrate balance.
- Take breaks visibly and encourage others to do so.
- Respect boundaries by avoiding evening emails.
- Use PTO and share how it helped you recharge.
When leaders exhibit those behaviors, it normalizes rest and self-care for the rest of the team.
4. Create Flexibility Around Work Hours
Not everyone thrives during the traditional 9-to-5 schedule, especially in a remote setup. Maybe your early bird designer sketches their best ideas at 6 a.m., while your strategist hits their stride post-lunch. Why not lean into that?
Flexible working hours give employees the autonomy to work when they’re most productive, which naturally reduces unnecessary stress. Trust your team to handle their workload and keep communication open for adjustments.
For example, if Alexa (hypothetical!) mentions that her mental health is suffering because of a rigid 9am standup, shift it to later or explore asynchronous updates. Small tweaks, big impacts.
5. Foster Team Connections
Loneliness is a massive challenge for remote workers. They might go full days without seeing or hearing another person, leading to feelings of isolation.
Want to fix that? Bring in small rituals that connect your team.
- Host virtual coffee breaks where the only rule is no work talk.
- Create Slack channels for shared interests like food, gaming, or books.
- Schedule “good vibes” moments, where team members can celebrate wins, big or small.
Even a quick five-minute “share your pet” Zoom call can lighten the mood. The key is creating space for human connections beyond deliverables.
Supporting Mental Health Isn’t Optional, It’s Necessary
Employee well-being should sit at the heart of your leadership strategy. When your team feels mentally supported, they become more engaged, creative, and resilient. It’s a human-first approach that drives both personal and business growth.
Remember, mental health isn’t just about solving problems after they arise. It’s about creating a proactive, supportive culture that thrives in every situation. Start today - your whole team (and your company) will thank you for it.
