11 Ways to offer support in the workplace

Creating a successful workplace isn’t just about hitting targets or meeting deadlines — it’s just as tied to how your employees feel. When people believe they’re valued, empowered, and supported, they’ll thrive, and that translates to organization-wide success. 

If you’re looking for ways to create a supportive environment in your organization, read on. We’re exploring 11 actionable, effective ways to support and empower your workforce, setting them up for success and helping your company achieve new heights.

Why workplace support matters

Workplace support makes a big difference for employees. It can impact mood, engagement, health, and long-term retention. There are several reasons why supporting your colleagues matters. The benefits of helping and supporting others at work include:

• Reduce employee turnover: Strong support at work reduces turnover rates, saving you time and money on recruiting and training replacements. A recent Gallup poll found that high turnover costs companies $322 billion globally in lost productivity.   
• Boost job satisfaction: Research shows that support in the workplace improves job satisfaction, and satisfied employees are more engaged with and committed to their roles.
• Improve productivity: Simply put, thriving employees are more productive. The Gallup poll also found that employee well-being results in fewer sick days, which means your people show up ready to work more often. Studies show that employees with access to mental health resources (like online therapy from Talkspace) report a 36% increase in productivity and a 50% decline in absenteeism.
• Enhance mental health: Offering access to mental healthcare is an effective way to support your employees. It can reduce stress, anxiety, and burnout. In one study, 56% of employees saw significant improvements in anxiety and depression symptoms after just one month of online therapy.
• Encourage professional growth: Knowing you’re invested in their development motivates employees. It helps them grow in their careers and keeps them with your organization longer. According to a survey with over 2,000 employee responses, people with access to professional development opportunities were 34% more likely to stay with a company and 15% more engaged at work.
• Promote work-life balance: Today’s workers need help balancing professional demands and personal responsibilities. You can support them by providing access to therapy, which some studies suggest leads to a 39% better work-life balance.
• Strengthen company culture: Support in the workplace environment increases trust, collaboration, and a sense of belonging, and provides a stronger team for other colleagues. Employees who know they matter have better overall well-being and are less likely to be stressed.
• Foster innovation and creativity: Employees who feel safe and supported are far more willing to share their ideas, collaborate with others, and take creative risks — all key aspects of innovation.

Investing in your employees allows you to build a foundation for long-term success and overall well-being, but how do you do it? The following 11 strategies are a good start.

^{EXPERT INSIGHTS
“The relationship that an employee has with their supervisor has been found to be a critical factor in employee mental health. So as a supervisor, it is beneficial for the workforce to really put the time into working on those relationships.”}
_{- Laura Ferguson, MA, MS, LAMFT, VP of Clinical Engagement}

11 ways to support employees in the workplace

If you’ve been looking for practical, effective ways to offer your employees support at work, these 11 tips can help you create an inclusive, empowering workplace culture. 

Create personalized professional development plans

Employees with growth opportunities feel valued and are more motivated to reach their potential. Most employees want the opportunity to grow, but one-size-fits-all training rarely works. Personalizing development plans helps your employees capitalize on their unique strengths and goals. Ask employees about their goals so you can build opportunities around their responses.

Allow flexible work arrangements for different lifestyles

Work-related stress is incredibly common. Research shows it affects over half of employees (59%). It impacts motivation, energy, focus, and the overall effort people put into their work. Life isn’t scripted, and when the unexpected happens, it can add even more stress and anxiety, both in and outside of the workplace.

That’s why offering flexibility matters. Whether it's remote workdays, flex hours, or compressed workweeks, giving employees more control over their schedules helps them manage family responsibilities, health needs, or personal interests without sacrificing their careers. For example, an employee caring for an aging parent may need to attend medical appointments during the day. With flexible hours, they can handle personal and professional responsibilities without added stress and pressure. Employees won’t struggle to meet basic life demands, like appointments, school pickups, or anything else that might conflict with a traditional work schedule. 

Work-life balance for employees eases pressure and supports mental health. Studies show that employees with more flexibility are less likely to experience anxiety or psychological distress.

Offer customizable employee assistance programs

Employee Assistance Programs (EAPs) provide employees with customizable resources, like counseling, financial advice, or legal support. These programs help your workforce overcome life challenges so they can do their jobs more efficiently. 

For example, offering access to mental health care through a provider like Talkspace can make a measurable difference. Employees who participate in online therapy often have fewer missed work hours and higher productivity levels. With confidential, on-demand support, Talkspace helps your team feel supported and show up as their best selves at work.

Implement regular “wellness check-ins”

Sometimes, asking a simple question like, “How are you, really?” can make a difference. Incorporating regular wellness check-ins with managers and teams encourages open conversations about well-being and allows you to support employee mental health. 

‍Research suggests that feeling heard and supported results in enhanced performance and lower burnout and turnover rates. Leadership’s efforts in wellness check-ins can improve overall emotional well-being and strengthen trust across your organization.

Remember, these aren’t performance reviews—they’re opportunities for employees to share where they need support at work. If you notice an employee has been unusually quiet or withdrawn lately, a quick check-in might uncover burnout or stress interfering with their ability to do their job.

Provide access to mental health support

Mental health is just as important as physical health, but it can be harder for employees to discuss. For example, an employee struggling with panic attacks might put off going to conventional in-person therapy because they have a hectic schedule or fear judgment. Offering employee mental health benefits like on-demand therapy, self-guided resources, or virtual counseling means employees can get the help they need. 

Access to online care provides privacy and flexibility so they can manage their mental health. Talkspace removes traditional barriers to care for employees who may be afraid to seek help due to stigma, logistics, or accessibility. Talkspace offers confidential, flexible options via text, video calls, or self-guided programs that fit any schedule. In studies, 80% of employees say Talkspace is as effective or more effective than traditional in-person therapy, and 98% found it more convenient. 

Set up peer support programs

Sometimes the best support comes from people who “get it.” Encouraging peer support in the workplace helps connect employees with colleagues who understand their experiences. Knowing they have support and an ally who understands them can make life and work less daunting for employees. 81% of workers want to work for an organization that prioritizes mental health, demonstrating how impactful peer support programs can be.

Peer groups offer empathy, encouragement, and practical advice for those struggling. They’re especially valuable for employees navigating a new role, returning from leave, or trying to manage a mental health condition like anxiety or depression.  For example, a new parent returning to work might feel overwhelmed as they try to settle back into their role. The type of connection a peer support group offers will help normalize challenges and remind employees they’re not alone among their colleagues.

Foster a positive work environment

Creating a positive workplace takes more than offering free lunches or hosting fun events. Employees want to feel respected, included, and appreciated. Simple gestures like recognizing achievements can show your team they matter.

Offering a heartfelt “thank you” or asking for input creates a positive, motivating environment. Healthy work cultures lower stress, boost morale, and help employees bring their best to every project.

Hold company-wide “mental health days”

According to research, depression and anxiety can cost the global economy $1 trillion in lost productivity each year. Encouraging regular breaks and time off reduces burnout and improves long-term productivity across an organization.  

Implementing company-wide mental health days clearly shows that you prioritize emotional well-being. Give your employees permission to rest, recharge, and focus on self-care, without guilt. Even the most dedicated employees need a break sometimes.

Offer PTO and sick days

Paid time off (PTO) and sick days were once considered nice perks. Today, they’re must-haves for employee health and happiness. When employees know they can take time off without worrying about job security or lost income, they’re far more likely to recover and return to work refreshed. 

Research also links PTO to low turnover rates. Studies show that knowing their company cares about their mental well-being makes employees more productive and enhances job satisfaction. 

Provide resources for work-life balance

Balancing work, family, hobbies, and basic self-care can be challenging, especially when a job is demanding. Promote work-life integration in your organization with things like flexible scheduling, support for childcare, and access to wellness programs. 

Research shows that employees who find workplace support are 39% more likely to report a better work-life balance. Some studies suggest this can directly translate to higher productivity and improved performance. 

Address feedback from employees promptly

It’s critical for employees to feel like their voices matter, so leaders should acknowledge and respond to feedback as soon as possible. Whether it’s about a new policy, a workplace challenge, or an idea for improvement, employees deserve—and want—to feel heard and respected. 

Immediately addressing feedback shows that you value employee input and are committed to helping your people succeed. Research also links feeling heard at work to increased engagement.

Boost workplace success with meaningful employee support

Supporting employees effectively requires more than a blanket approach — it takes thoughtful, tailored strategies. Offering access to key benefits like personalized development, flexible work options, wellness check-ins, and mental healthcare can lead to a more engaged, resilient workforce. In simplest terms: meaningful support at work drives organizational success.

One of the most powerful ways you can achieve this is by offering access to mental healthcare, and Talkspace makes it easier than ever. By partnering with us, your employees can connect with licensed therapists and access self-guided programs on their terms. They’ll get the care they need when, where, and how it works best.

If you’re ready to see what modern employee support looks like, request a demo from Talkspace today. Learn how our solutions can help you and your team. Our comprehensive approach to employee well-being leads to a happier, healthier, and more productive workforce.

‍

Sources:

‍

1. Adams, Jerome M. 2019. “The Value of Worker Well-Being.” Public Health Reports 134 (6): 583–86. https://doi.org/10.1177/0033354919878434. Accessed May 12, 2025.
2. Gallup, Inc. 2025. “Help Employees Improve Well-being and Performance - Gallup.” Gallup.Com. April 23, 2025. https://www.gallup.com/workplace/215924/well-being.aspx. Accessed May 12, 2025.
3. “Mental Health at Work.” 2022. September 28, 2022. https://www.who.int/teams/mental-health-and-substance-use/promotion-prevention/mental-health-in-the-workplace. Accessed May 12, 2025.
4. “Mental Healthcare for Business Services Industry | Talkspace.” n.d. https://business.talkspace.com/employers/business-services. Accessed May 12, 2025.
5. National Fund for Workforce Solutions. 2024. “Mental Health in the Workplace: Supporting Employee Well-Being | National Fund for Workforce Solutions.” April 2, 2024. https://nationalfund.org/mental-health-in-the-workplace-supporting-employee-well-being/. Accessed May 12, 2025.
6. Susanto, Perengki, Mohammad Enamul Hoque, Taslima Jannat, Bamy Emely, Mega Asri Zona, and Md Asadul Islam. 2022. “Work-Life Balance, Job Satisfaction, and Job Performance of SMEs Employees: The Moderating Role of Family-Supportive Supervisor Behaviors.” Frontiers in Psychology 13 (June). https://doi.org/10.3389/fpsyg.2022.906876. Accessed May 12, 2025.
7. “Talkspace Research | Clinical Studies in Behavioral Health.” n.d. https://www.talkspace.com/research. Accessed May 12, 2025.
8. “The American Workforce Faces Compounding Pressure.” 2021. American Psychological Association. 2021. https://www.apa.org/pubs/reports/work-well-being/compounding-pressure-2021. Accessed May 12, 2025.
9. “The Impact of Professional Development: Exclusive Research.” n.d. Better Buys. https://www.betterbuys.com/lms/professional-development-impact/. Accessed May 12, 2025.
10. Wang, Monica L., Marie-Rachelle Narcisse, Katherine Togher, and Pearl A. McElfish. 2024. “Job Flexibility, Job Security, and Mental Health Among US Working Adults.” JAMA Network Open 7 (3): e243439. https://doi.org/10.1001/jamanetworkopen.2024.3439. Accessed May 12, 2025.
11. Weerdt, Candice Vander, Vasilios D. Kosteas, LeaAnne DeRigne, and Patricia Stoddard-Dare. 2025. “The Role of Paid Time off, Flexible Scheduling and Job Satisfaction in Voluntary Turnover.” International Journal of Manpower, March. https://doi.org/10.1108/ijm-09-2024-0632. Accessed May 12, 2025.
12. “Workers appreciate and seek mental health support in the workplace.” 2020. American Psychological Association. 2020. https://www.apa.org/pubs/reports/work-well-being/2022-mental-health-support. Accessed May 12, 2025.
13. Zywave, Inc. and Ultimate Kronos Group (UKG). 2023. “Helping Employees Feel Heard.” To truly support your employees, you’ll need to invest in more than ergonomic chairs and healthy snacks. Research on worker well-being shows that offering meaningful support to employees has multiple benefits. Physical, mental, and emotional health improves, performance is enhanced, turnover drops, morale soars, and productivity climbs. . Accessed May 12, 2025.

‍