When it comes to mental wellbeing, organisations generally fall into one of three phases. 
Phase 1 - Organisations are either in the awareness phase, but don’t really know too much about it and as such, feel that they just need to raise awareness of some basic mental wellbeing literacy. Is your organisation? This is very probable.
Phase 2 - Is in a training and building skills phase, where organisations start to build skills in their employees, managers and Human Resource Managers to address mental wellbeing challenges, especially at grass-roots level. Is your organisation in this building, training and equipping phase? 
Phase 3 – is a companywide holistic wellbeing strategy … which is our recommended phase. Employee Assistance Programs “EAPs”, while valuable, are no longer sufficient to address the growing mental health and wellbeing challenges faced in today’s workplace. Employees are often too fearful to speak openly about stress, anxiety, or personal struggles due to stigma, discrimination, or concerns over career limitations. This culture of silence drives disengagement, quiet quitting, and resentment, creating a lose-lose situation for both employees and organisations. Leadership cannot solve what they do not see, and without a culture that encourages open dialogue, hidden issues will continue to erode performance, morale, and trust.
A companywide holistic wellbeing strategy transforms this dynamic by building a culture of psychological safety, open communication, and shared responsibility across employees, line managers, and Human Resources. By breaking down barriers of shame and fear, organisations empower individuals to seek support early, fostering resilience, belonging, and engagement. The result is a win-win: employees feel valued and supported, while companies benefit from higher productivity, stronger loyalty, and reduced turnover. In short, adopting a holistic wellbeing strategy is not just a moral imperative—it is a strategic necessity for sustainable organisational competitiveness and success. 
The question which we need to ask ourselves is: “Does it make good business sense to invest in employee mental wellbeing?” From an economical, legal, moral and risk management perspective, the answer is a resounding “YES”.
The greatest gift an organisation can give its employees is not a pay cheque - it’s a culture that values employees and the greater humanity. So, together let’s end the ‘silent crisis’ of employee mental wellbeing by embarking on a holistic mental wellbeing strategy. It begins here. It begins now and it begins with US!! 
So, here is our challenge to organisations and leaders - Will you continue to be part of the silence, or part of the solution?
We look forward to guiding, supporting and walking this wonderful journey with you and your employees.
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