Show Your Employees Some Love

The 2025 AIM HR Practices Survey, conducted in the fall, listed morale and engagement as the top HR priority for 2026. HR plays a key role in shaping employee morale and engagement, serving as the link between organizational strategy and day-to-day employee experience. As workplaces navigate rapid regulatory change, economic uncertainty, and shifting workforce expectations, HR is increasingly responsible for creating environments where employees feel valued, supported, and connected. In 2025, these pressures intensified, elevating morale and engagement to the top HR focus for 2026.

Employee mental health remains a top workplace issue, and many employers are taking action. The 2025 AIM HR Practices Survey found that 53% of employers now offer behavioral and mental health resources, with common offerings including on-site support, insurance coverage for counseling, employee assistance programs (EAPs), and wellness newsletters. These efforts reflect a growing recognition that mental well-being is directly tied to engagement, retention, and productivity.

National data reinforces this need. A February 2025 pulse survey from the Society for Human Resource Management (SHRM) found that 31% of U.S. workers feel stressed “always or often”, and 22% report feeling anxious at work at the same frequency. Among those experiencing stress, the leading contributors were workload (37%), pay and compensation (33%), understaffing (31%), and poor leadership (29%). Other commonly cited stressors included toxic workplace culture, lack of recognition, job insecurity, commuting challenges, and inflexible schedules.

Employers can make a meaningful impact by pairing a supportive culture with accessible resources. In addition to fostering open communication, encouraging work-life balance, and training managers to recognize burnout, organizations may consider offering tools such as:

• Mental health apps: Headspace, Calm, Sanvello, or Lyra Health for guided mindfulness, stress management, and therapy access
• Mindfulness and resilience programs: Virtual meditation sessions, stress management workshops, or platforms like Mindful Leader or Modern Health
• Peer support options: Employee-led wellness or mental health resource groups, peer support circles, or facilitated discussion groups that normalize conversations around well-being

Promoting mental health doesn’t require a one-size-fits-all solution. Even small, intentional steps combined with visible leadership support can help create a healthier, more resilient workplace.