Measuring Workplace Initiatives for Better Outcomes

1 in 5 of your employees is experiencing burnout right now. Clinical burnout; the kind that erodes cognitive function, impairs decision-making, kills creativity, and quietly dismantles the human infrastructure your business depends on. And most leadership teams are still managing this with a wellness app and a fruit basket. The science is unambiguous. Deloitte, McKinsey & Company, the World Health Organization, and pioneering researchers like Dr. Christina Maslach have shown us that burnout is an organisational design failure. We must design Workplace Brain Health Architectures with evidence-based approaches that identify where organizations' work design is depleting brain capital, and rebuild it for performance and retention. This is a productivity strategy, and the ROI is measurable: lower absenteeism, reduced turnover, higher engagement, sharper decision-making at every level. Your most expensive asset is the brain capacity of your people. Are you protecting it? Monique Pretorius Jacqui Brassey, PhD, MA, MAfN Ts. Suba SK Perumal Shyam Bishen, Ph.D., MS, MBA Paweł Świeboda Rym Ayadi Harris Eyre #WorkplaceMentalHealth #BurnoutPrevention #BrainCapital #HRStrategy #EmployeeWellbeing #CorporateLeadership

Many organizations focus on improving outcomes while overlooking an important question: What systems are influencing those outcomes in the first place? Behavioral health, physical health, and workflow design are often treated as separate conversations. In reality, they are deeply connected. When communication is unclear, stress increases. When workflows create unnecessary strain, burnout grows. When support systems are fragmented, people struggle to access the resources they need. The result is often reduced engagement, lower satisfaction, increased risk, and preventable challenges that affect both individuals and organizations. The most effective organizations recognize that people do not exist separately from the systems that support them. When behavioral health, health, and workflow integration work together, organizations can create environments that support: ✔ Wellbeing ✔ Retention ✔ Engagement ✔ Leadership effectiveness ✔ Sustainable outcomes Improving outcomes is not always about asking people to do more. Sometimes it begins by designing systems that allow people to perform at their best. What is one systems-related factor that you believe has the greatest impact on wellbeing and organizational performance? #HigherEducationLeadership #BehavioralHealthLeadership #IntegratedCare #SystemsThinking #LeadershipDevelopment #OrganizationalHealth #StudentSuccess #WorkplaceWellbeing

67% of employees across all industries reported experiencing burnout in a 2025 survey, costing companies time, money, and staff churn. In this climate, it is more important than ever to understand the nuances of motivation and its impact on focus, productivity, and wellness. Our guest, Maayan Glaser-Koren shares her observations about how environment, culture, and workflow can be the keys to success (shoutout to BJ Fogg, PhD) tapping into psychological reward systems that give reward and payoff to one's daily work. These strategies can benefit any employees, but they become especially important for neurodivergent workers who may have different wiring of their executive functioning, making the strategy around workflow, motivation, and productivity that much more impactful. What tips and tricks have you used for yourself or your team that imbue purpose and reward into daily work tasks?

The $47.6 Billion Wake-Up Call Blog-style title: Stress Isn’t a Soft Cost. It’s a Balance Sheet Bleeder. We used to call burnout a “people problem.” The data says it’s a profit problem. The hard numbers nobody can ignore anymore: ➡️ $47.6 billion — what stress costs U.S. companies every year in lost productivity ➡️ 86% of workers experienced moderate to extreme stress last year, with work as the primary driver ➡️ 28% more absenteeism in companies without strong wellbeing initiatives ➡️ 23% lower productivity when employee wellbeing is ignored But here’s the ROI flip: ◼️For every $1 invested in mental health support, organizations see a $4 return in productivity and reduced healthcare costs. 🟪 Employees who feel cared for are 3.2x more likely to be happy at work and 3.7x more likely to recommend their employer. 🟦 As a hypnotherapist working with exec teams, I see where the leak happens: It’s not the yoga app budget. It’s the nervous system stuck in survival mode. When your team’s brain expects danger — layoffs, 9pm Slack, unclear priorities — focus collapses. Creativity shuts off. Mistakes multiply. That’s the real $47.6B. You can’t out-perform chronic stress. You have to out-design it. The companies winning right now are doing 3 things: 1. Treat wellbeing as infrastructure, not a perk. CEO + CFO + CHRO owned. 2. Regulate before you innovate. A dysregulated team can’t access problem-solving. 3. Measure psychological safety like revenue. Because it _is_ revenue. Stress isn’t an HR metric. It’s an ROI metric. So the question isn’t “Can we afford mental health support?” It’s “Can we afford not to?” What’s one policy your company could change this quarter to plug the $47.6B leak? I run Strategic Recovery Sprints for leadership teams to rebuild focus + safety at the subconscious level. DM “ROI” if you want the framework. #BurnoutRecovery #EmployeeWellbeing #CorporateWellness #MentalHealthAtWork #LeadershipDevelopment #FutureOfWork #ROI #PsychologicalSafety #SustainableHumans #ConsciousLeadership

Indecision about what NOT to do has consequences. Overwork is bad, not just for morale but actually bad. The World Health Organisation has identified overwork as a key cause of death and it's getting worse, not better. Between 2016 and 2020, deaths from heart disease linked to overwork increased by 42%. It doesn't even work: a Cambridge study found organisations that moved to a four day week maintained or increased productivity, measured in actual company revenue. And it keeps good people out of senior roles. In our own Leaders Plus survey, 85% of working parents who decided against applying for a senior role said the workload simply wasn't compatible with their post-6pm shift as a parent. One thing that is key to shifting this: clarity on priorities and permission to focus on them and deprioritise the important stuff when push comes to shove. Sounds like a no brainer but your teams are still always too busy but not overly productive? Here are three ways you can tell: - Can people name what is NOT important, without hesitation? And do they give the same answer across the team? - When push comes to shove, do people actually deprioritise, and are those calls in line with what the organisation says it cares about? - Have you got qualitative examples of your teams proactively calling out work that is really a waste of time? Or are they keeping quiet? If you can’t name 2 examples right now from the last month, they are probably keeping quiet. I believe you can have extremely high performing, productive teams AND employees who have the space to live full lives outside of work. But we need leaders who are able to create that space. This is a big part of why I founded Loam Lab.

In high-velocity professional sectors like real estate, constant availability is frequently mistaken for productivity. In reality, failing to implement strict cognitive boundaries leads directly to executive burnout and diminished operational returns. 📊🏛️ Rob Persaud and I recently sat down to discuss the critical intersection of leadership, mental wellness, and performance sustainability. 📈💼 I shared my own non-negotiable framework for resilience: an annual, total-disconnection week with my family at LBI. By completely removing myself from operational logistics—no driving, minimal digital inputs, and a strict focus on family metrics—I allow my cognitive battery to fully reset. True corporate stamina isn't built on unceasing output; it is built on deliberate, well-timed recovery periods. Watch our analysis on why strategic disconnection is vital for long-term business efficacy. #ExecutiveWellbeing #MentalHealthInBusiness #LeadershipStamina #CorporateCulture #BurnoutPrevention #StrategicRest

We spend a lot of time measuring productivity. But are we paying enough attention to decision quality? Across Europe, organisations are navigating an increasingly complex business environment: economic uncertainty, AI adoption, digital transformation, hybrid work and growing expectations around wellbeing. In this context, one organisational risk remains surprisingly overlooked: decision fatigue. Decision fatigue isn't simply about feeling tired. It is the gradual decline in the quality of decisions after prolonged periods of cognitive effort, constant interruptions and sustained pressure. Its effects are often invisible, but they can influence: 🔹 judgement 🔹 attention to detail 🔹 risk assessment 🔹 creativity 🔹 problem-solving 🔹 interpersonal relationships Research in psychology and behavioural science has consistently shown that as mental resources become depleted, people are more likely to rely on shortcuts, overlook information and make less effective decisions. For organisations, the implications extend well beyond individual wellbeing. Decision fatigue can influence leadership effectiveness, team performance, customer experience and, ultimately, business outcomes. At Corporate Counselling Services (CCS), we believe that supporting mental wellbeing, psychological safety and healthy ways of working also means protecting one of an organisation's most valuable assets: its capacity to think clearly, make sound decisions and respond effectively to complexity. As organisations prepare for the future of work, one question deserves greater attention: how do we create environments where people can consistently make good decisions, not just deliver more work? #DecisionFatigue #Leadership #MentalHealthAtWork #PsychologicalSafety #WorkplaceWellbeing #FutureOfWork #HumanSustainability #LeadershipDevelopment #OrganisationalResilience #CognitivePerformance

One of the biggest workplace myths we’ve normalised is this: If someone is constantly stressed, overwhelmed, exhausted, and always available, they must be committed. Somehow, burnout became a badge of dedication. And peace started looking like a lack of ambition. But people can only operate in survival mode for so long. Eventually, they stop thinking creatively. They stop speaking honestly. They stop feeling connected to the work they once cared about. That’s not high performance. That’s quite damaging. The strongest workplaces aren’t built on fear or exhaustion. They’re built in environments where people feel trusted, challenged, supported, and still human. Because businesses don’t grow faster when people sacrifice their peace to prove their worth. They grow faster when people no longer have to. #Leadership #WorkCulture #Burnout #MentalHealth #FutureOfWork #EmployeeExperience #WorkplaceCulture #Management #CareerGrowth #Productivity

82% of professionals are experiencing burnout to some degree in 2025. (DHR Global Workforce Trends Report, 2025 — 1,500 knowledge workers across North America, Asia & Europe) In Italy, 1 in 3 already shows active symptoms. I took the 9 scientifically-backed causes identified by the WHO and the latest 2025 research and turned them into a quick self-check. Count how many times you answer YES: ✓ You regularly work beyond your job description ✓ Your efforts go unrecognized by your manager or company ✓ You experience constant micromanagement ✓ You can never truly disconnect ✓ Your work environment is toxic or conflict-driven ✓ Expectations are always unrealistically high ✓ Your work feels meaningless or without real impact ✓ You're always connected 24/7 ✓ You live with constant anxiety about your professional future More than 3 YES = your system is under chronic stress. This isn't weakness. It's a normal biological response to unsustainable systemic conditions. You can't change what you don't acknowledge. How many YES did you count? #BurnoutPrevention #ExecutiveCoaching #LeadershipCoaching #WorkplaceWellbeing

People sometimes ask why I run a therapy practice and a workforce consulting firm at the same time. The honest answer: they inform each other constantly. Working clinically with veterans navigating identity transition gives me a front-row seat to burnout, disengagement, and what happens when people lose connection to purpose in their work. That same pattern — purpose loss, eroding psychological safety, quiet disengagement — is exactly what Better Growth's workforce assessments are built to detect in organizations, often well before it shows up in turnover numbers. Clinical work and organizational consulting aren't as separate as they look on paper. Both are ultimately about the same question: what does it take for people to stay well while doing hard work. #VeteranTherapy #WorkforceWellbeing #OrganizationalHealth #DualPractice