Support isn’t just a buzzword. It’s the difference between a team that merely survives the week and one that shows up with energy, creativity, and purpose. And in today’s world of high pressure, constant change, and growing mental health challenges, that kind of support isn’t optional—it’s essential.
We’ve all heard the saying, “People are an organisation’s greatest asset.” But the truth is, it’s not just about the people—it’s about how well they’re supported. Even the most talented employees can’t thrive in environments where stress is ignored, mental health is stigmatised, or workloads are unsustainable.
Psychological safety isn’t a buzzword—it’s the foundation of how people feel and perform at work. At its core, it’s about whether employees feel safe to speak up, share ideas, admit mistakes, or say they’re struggling without fear of judgment or backlash. And while many factors influence psychological safety, one has the biggest impact: leadership.
Every team wants better collaboration, smoother communication, and stronger results. But here’s the truth: none of that happens without trust. Trust is the glue that holds people together when deadlines are tight, when mistakes happen, or when big changes roll through the organisation. Without it, even the most talented group of individuals won’t perform at their best.
You have probably had someone tell you to "look on the bright side" or to "see the cup as half full." Chances are good that the people who make these comments are positive thinkers. Even if positive thinking does not come naturally to you, there are plenty of great reasons to start cultivating affirmative thoughts and minimizing negative self-talk.
Even more interesting is that when you have a truly great leader, they can double a company’s profits. That’s right—double the profits! Most of us would think that emotional intelligence may not have to do much with a company’s bottom line, but when you have a great leader who possesses and utilizes effective emotional intelligence, your organization as a whole—ranging from employee satisfaction and engagement to revenue and profits—will greatly benefit.
Well-being at work is no longer a trend, but a priority. Take the Workforce Attitudes Towards Behavior Health report, where 48 percent of respondents revealed that they have cried at work. No HR leader can ignore this unsettling statistic.
Fortunately, the work-from-home “experiment” has been overwhelmingly successful, with 77% of employees wanting to continue remote work post-pandemic, and 65% saying their productivity has increased since working from home. We’re giving some ideas for how to create better work-life balance while working from home.
