6 KPIs Every Company Should Measure for Employee Wellbeing
A Deloitte study surveyed nearly 4,000 Indian workers and found that poor mental health costs Indian companies about US $14 billion annually in absenteeism, presenteeism, and attrition. Despite these telling numbers, which affect almost all industries from technology and finance to retail and manufacturing, many organizations tend to treat employee wellbeing as an afterthought rather than a measurable driver of performance. The only way to move from guesswork to a data-driven strategy is to start measuring through KPIs (Key Performance Indicator) what matters to your people’s mental health. Why Employee Wellbeing Needs Metrics Traditional HR indicators like absenteeism or resignation rates show problems only after they’ve escalated. But workforce mental health directly shapes the way teams perform, collaborate, and stay engaged. Without clear measures, leaders can’t spot problems until it’s too late. By focusing on forward-looking employee wellbeing metrics, startups can catch early signs of stress and disengagement before burnout takes hold. 6 Essential KPIs To Measure Employee Wellbeing Here are six KPIs that move beyond surface-level data and measure employee wellbeing. These metrics reveal the overall mental health of your workforce and spot critical gaps early on: 1. Psychological Safety Feedback Globally, 84% of employees say at least one aspect of their workplace negatively affects their mental health. Psychological Safety Feedbacks are anonymous pulse surveys that help you to track whether your employees feel safe speaking up, admitting mistakes, or seeking help. Taking these surveys every three months can help you track cultural shifts and measure the impact of your wellbeing initiatives. 2. Workload Perception Ratings This metric measures how employees view their daily demands, deadlines, and work pressure. Strong leadership plays a vital role in building this perception. When managers are equipped with the right mental health skills, they can spot early signs of stress and take action before it escalates. » Check out Empowering Leaders: Mental Health Skills for Managers to learn how leadership can create safer, healthier, and thriving teams. 3. Self-Reported Stress Trends Through surveys and questionnaires, employees report their stress levels related to their job. Common examples include the Perceived Stress Scale (PSS), the Work Stress Questionnaire (WSQ), and the Workplace Stress Scale. The surveys used to measure self-reported stress trends often feature Likert scales, where employees rate their agreement with statements about job stress, for example, from “never” to “very often”. Tracking these trends helps companies identify specific stressors and track trends in employee wellbeing, burnout, and overall job satisfaction. 4. Use of Current Mental Health Benefits Company’s wellbeing initiatives are only effective if employees make use of the existing benefits. Low participation in counselling services, wellness programs, or mental health days may indicate stigma or a lack of awareness. In addition, employees may also also hesitate to use company-provided resources if they are unsure about the confidentiality of their information. Concerns that their employer will be notified or have access to their personal health details can act as a major deterrent. 5. Engagement and Communication Patterns Only 21% of employees worldwide report being engaged, while stress levels are at record highs. Declining participation in meetings or delays in project responses may reflect disengagement, not just busyness. These behavioral shifts often precede burnout or quiet quitting. 6. Manager Support Ratings Gather regular 360-degree feedback on how well managers support team wellbeing. Strong leadership presence in this area can dramatically reduce stress across the board. » To better understand the financial impact of workplace mental health initiatives, read The ROI of Mental Health Workshops and how they turn employee wellbeing into measurable business outcomes. How to Act on Employee Wellbeing Insights “If you take care of your employees, they will take care of the clients.”Richard Branson Employee wellbeing metrics matter only when they drive action. Building them into leadership reviews, culture checks, and performance goals ensures accountability. For real impact, employees must see their feedback lead to change through flexible policies, open dialogue, or regular manager training. When wellbeing data translates into visible improvements, trust strengthens, and engagement rises. At Elephant In The Room Consulting, we help businesses do just that: first measure employee wellbeing and then use the insights to drive impactful change. We design employee wellbeing programs that reflect your startup’s pace, pressures, and culture. By integrating wellbeing KPIs into your leadership toolkit, we make mental health measurable, actionable, and aligned with performance. Let’s build a work culture your employees will vouch for. Contact us now.
10 Essential Performance Management Practices for Leaders
In today’s fast-evolving workplaces, leadership is no longer about supervision; it’s about connection, clarity, and compassion. Imagine this: you’re leading a hybrid team in Mumbai. Deadlines are tight, expectations are high, and your people are balancing workloads with personal well-being. How do you ensure everyone stays motivated, productive, and mentally healthy all at once? That’s where effective Performance Management Practices come in. At EITHR Consulting, we believe performance management isn’t just about annual reviews or KPIs; it’s about nurturing growth, resilience, and purpose in every team member. As workplaces in 2025 embrace flexibility, AI tools, and a renewed focus on mental health, leaders must evolve from evaluators to enablers. Let’s explore 10 essential Performance Management Practices for Leaders that will help you inspire performance while fostering well-being and engagement. Top 10 Performance Management Strategies for Leaders 1. Set Clear, Measurable, and Shared Goals Let’s start with a simple question: how can your team perform well if they don’t know what success looks like? Effective performance begins with clarity. Leaders who set SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) empower employees to see how their work contributes to larger business outcomes. At EITHR, we encourage leaders to co-create goals with their teams. This ensures alignment, transparency, and ownership. According to Gallup (2024), employees involved in goal-setting are 3.6x more likely to be engaged at work. KEY TAKEAWAYS 2. Foster Continuous Feedback Not Just Annual Reviews When was the last time your team heard feedback that helped them grow in the moment? Gone are the days of one-time performance reviews. Modern Management Practices for Leaders revolve around continuous feedback real-time conversations that help employees adjust, learn, and improve. At EITHR, we recommend brief, structured check-ins weekly or monthly that focus on progress and support rather than judgment. Try asking: “What support do you need to move forward?” instead of “What went wrong?” These subtle shifts build psychological safety and boost employee trust. 3. Recognize and Reward Effort Consistently Recognition is one of the simplest and most powerful performance boosters.According to the Work Institute (2024), 37% of employees leave jobs due to a lack of recognition. A quick thank-you message, public praise during team calls, or celebrating small wins can all make a big impact. The best Performance Management Practices for Leaders embed recognition into daily culture, transforming workplaces from transactional to inspirational. Leadership Development Programs for Your Organization Empower your leaders to go beyond managing performance — and start inspiring it. Our expert-led Leadership Development Programs help managers cultivate emotional intelligence, deliver meaningful feedback, and build high-performing, mentally healthy teams. Reach us at for a consultation. (9 am to 6 pm IST, Mon–Fri) 4. Link Performance with Well-Being Can performance truly thrive without mental health? Absolutely not. At EITHR Consulting, we emphasise the deep link between mental well-being and performance. Burnout, stress, and emotional fatigue silently erode productivity unless leaders address them proactively. As per the latest reports, every $1 invested in employee mental health yields a $4 return in improved health and performance. Encouraging breaks, fostering empathy, and creating safe spaces for dialogue help employees recharge, not retreat. 5. Encourage Learning and Growth Opportunities What if your best employee today could be your next leader tomorrow? Organizations that promote continuous learning outperform those that don’t. Integrating training, mentorship, and development plans into Performance Management Practices ensures your people are not just working hard, they’re growing stronger. We help leaders embed learning goals within performance reviews, turning them into growth conversations rather than evaluation sessions. 6. Use Data-Driven Insights to Make Fair Decisions Performance management is evolving with data, but fairness remains key. Leaders now use 360° feedback tools, analytics dashboards, and AI-based insights to evaluate performance objectively. But remember: data informs; empathy transforms. At EITHR, we teach leaders how to balance analytics with awareness, ensuring numbers never overshadow the human story behind performance. Data transparency also reduces bias and increases employee trust, making your team feel valued and understood. 7. Promote Accountability Through Transparency Transparency builds accountability, and accountability builds trust. Set clear KPIs, share progress openly, and discuss results as a team. When expectations are visible, employees take more ownership of their performance. This practice strengthens organisational culture and aligns individual contributions with company-wide success. It’s one of the most underrated yet transformative Management Practices for Leaders in today’s remote and hybrid workplaces. 8. Cultivate Emotional Intelligence in Leadership Why do some leaders naturally inspire loyalty and trust? The secret is Emotional Intelligence (EQ). Many top performers possess high emotional intelligence. Leaders who practice empathy, self-awareness, and emotional regulation can navigate conflict better and build healthier team dynamics. At EITHR Consulting, we integrate EQ development into leadership programs to help teams thrive both emotionally and professionally. 👉 OUR TAKE: Great leadership isn’t measured by oversight but by the confidence it creates. When leaders pair accountability with empathy, they transform performance management into people empowerment, the true marker of modern leadership. 9. Integrate Technology for Smarter Performance Management Artificial intelligence, automation, and analytics are transforming how we manage people. But technology should empower, not replace, human leadership. Use performance dashboards, mobile apps, and AI-based feedback tools to track progress, but always complement them with a human connection. Modern Performance Management Practices combine digital efficiency with emotional intelligence, ensuring performance systems remain human-centred. Ask yourself: Are your tools enhancing transparency or encouraging micromanagement? 10. Reflect, Recalibrate, and Reinvent Even the best systems lose effectiveness without reflection. We encourage leaders to review strategies quarterly, gather feedback from their teams, and adapt. The modern workplace evolves fast, your management style should too. The strongest leaders aren’t the ones who have all the answers, but the ones who keep asking the right questions. Because great performance management isn’t a destination, it’s a continuous journey. Conclusion: Lead with Awareness, Drive with Purpose At EITHR Consulting, our mission is to help leaders go beyond performance metrics to lead with empathy, awareness, and authenticity. By adopting these ten Performance Management Practices, leaders not only boost productivity
9 Tips for Self-Care in the Workplace: Supporting Mental Health from Within
Self-Care in the Workplace Matters Self-care in the workplace is no longer a personal afterthought it’s a professional necessity. As organizations adopt more intentional mental health initiatives, individual wellbeing becomes an essential building block of a healthy, resilient, and high-performing team. Embedding self-care strategies in the workplace empowers employees to manage stress, stay engaged, and contribute meaningfully to a culture that prioritizes mental wellness. In fact, according to the American Psychological Association’s 2021 Work and WellBeing Survey, 71% of employees report work-related stress, and 3 in 5 say it has a negative impact on performance. This shows exactly why self-care in the workplace matters not only for individuals but also for organizational success. These nine tips are more than feel-good suggestions; they are practical steps employees and managers can take to integrate wellbeing into daily work. 1. Set Clear Boundaries Between Work and Personal Life Creating defined work hours and respecting personal time helps prevent burnout. Turning off notifications after work, blocking time for meals or breaks, and avoiding work-related emails late at night are all small steps that support emotional clarity and healthier habits. This is a cornerstone of self-care in the workplace training, as employees learn that boundaries are essential for sustainable performance. 2. Take Short Breaks Throughout the Day Brief pauses can make a big difference in productivity and mood. Stretching, stepping outside, or doing a few minutes of deep breathing resets the mind and helps regulate energy. Frequent breaks are often part of self-care strategies in the workplace designed to reduce chronic stress. KEY TAKEAWAYS 3. Stay Mindful and Emotionally Aware Regular check-ins with yourself can help identify early signs of overwhelm or frustration. Mindfulness techniques such as journaling or breathwork help regulate emotions, especially in high-pressure environments. A mindful employee is better equipped to cope with challenges and support others as well. Self-Care in the Workplace Training Empower your team to manage stress and maintain balance with our expert-led Self-Care in the Workplace training. Help employees build healthier habits, set boundaries, and boost wellbeing. Reach us at for a consultation. (9 am to 6 pm IST, Mon–Fri) 4. Protect Sleep as a Mental Health Priority Sleep plays a major role in cognitive functioning and emotional balance. Developing a consistent bedtime routine and limiting screen exposure before sleep can greatly improve your focus, mood, and stress management during the workday. 5. Move Your Body, Even in Small Ways Physical activity supports both mental and physical health. You don’t need a workout plan to benefit from movement. Simple actions like standing during calls, walking between tasks, or doing desk exercises can help lift your mood and improve clarity. » Learn practical Workplace Self-Care Tips for Better Mental WellBeing to help employees manage stress, set boundaries, and stay emotionally balanced at work. 6. Use Mental Health Resources Offered by Your Organization Many companies are now offering counseling, therapy access, or wellness apps as part of self-care in the workplace training. These resources exist to be used, not ignored. Reaching out when you’re feeling stressed, anxious, or simply exhausted is an act of strength, not weakness. 7. Build Positive Relationships at Work Supportive colleagues and psychologically safe spaces enhance team wellbeing. Participating in team check-ins, celebrating wins together, or simply being present during conversations can reduce isolation and improve collaboration. 8. Pursue Learning and Personal Growth Skill development doesn’t just boost career growth—it also supports emotional resilience. Whether it’s learning something new for your role or exploring a personal interest, continued learning fosters a sense of achievement and motivation. 👉 OUR TAKE: When self-care becomes a shared workplace value not just a personal choice employees feel empowered, teams perform better, and organizations build cultures where wellbeing and productivity thrive together. 9. Communicate Openly About Your Needs Speaking up about what support you require helps normalize mental health conversations. Whether it’s workload adjustments, flexibility, or time off, communicating your needs helps build trust and aligns with broader efforts to promote self-care in the workplace. Making Self-Care a Workplace Standard So, what is self-care in the workplace really? It’s about embedding daily habits, boundaries, and wellbeing practices into work routines supported by leaders and organizations. Why self-care in the workplace matters is simple: when individual habits align with organizational systems, employees feel valued, empowered, and capable of performing at their best. Companies that ignore it risk burnout, turnover, and declining performance. At Elephant In The Room Consulting, we design and deliver self-care in the workplace training that integrates wellbeing into culture, leadership, and operations. By aligning self-care strategies in the workplace with company-wide mental health programs, businesses create sustainable environments where employees thrive — not just survive.
Employee Performance Management In Startups: Challenges And Best Practices
Startups move especially in a city like Mumbai, where energy, ambition, and competition run high. Teams are lean, goals evolve quickly, and roles shift based on who can take ownership at the moment. In this dynamic environment, Employee Performance Management becomes more than just annual reviews or measuring output. It becomes about alignment, clarity, growth, and culture. However, most Mumbai-based startups struggle with performance systems not because they don’t value employee growth, but because they’re too busy building, scaling, and firefighting. Processes take a back seat, and “we’ll figure it out later” becomes the norm. But here’s the truth: When performance is not managed intentionally, morale drops, communication breaks, turnover rises, and productivity suffers. This is where thoughtful performance management practices make all the difference. KEY TAKEAWAYS Key Challenges in Employee Performance Management (Especially in Startups) In fast-paced Mumbai startups, teams often operate in a high-energy environment where roles evolve rapidly and expectations shift frequently. While this dynamism fuels innovation, it also introduces several performance management challenges that can impact productivity, morale, and growth. Understanding these challenges is essential to developing strong and sustainable Employee Performance Management systems. 1. Lack of Clarity in Roles Startups often begin with flexible responsibilities; everyone pitches in everywhere. But without clarity around ownership, employees struggle to understand what is expected of them. When people don’t have defined performance outcomes, evaluating employee performance becomes subjective and frustrating. This leads to confusion, reduced motivation, and misalignment. 2. Rapid Organisational Shifts Strategies and priorities change quickly in a scaling startup. What was important last month may not be relevant today. Traditional review cycles don’t keep up with this pace. Employees need goals that evolve, not goals set once and forgotten. Without this adaptability, teams work hard but still feel like they are missing the mark. 3. Limited Managerial Experience Many startup founders and team leads are domain experts, not trained people managers. Even with the best intentions, a lack of leadership skills in conflict handling, communication, and emotional awareness can create gaps in Employee Performance Management. Employees may feel unsupported or misunderstood, affecting engagement and output. 4. Feedback Avoidance Culture Startups often value harmony and enthusiasm, which can make honest feedback feel uncomfortable. Leaders may avoid difficult conversations to preserve the “positive vibe.” But when challenges or performance issues go unaddressed, resentment grows silently. Over time, this damages collaboration and effectiveness. 5. Emotional Pressure & Burnout Mumbai’s work culture is fast-paced and ambition-driven. Add startup responsibilities, tight timelines, and burnout becomes common. Without emotional support, employees may continue to work but slowly disengage. Managing employee performance must include managing emotional well-being. 👉 OUR TAKE: In startups, performance management isn’t about control, it’s about connection. When leaders combine clarity with compassion and feedback with flexibility, they transform fast-moving teams into focused, motivated, and growth-driven communities. Best Practices for Effective Employee Performance Management To build strong, motivated, and resilient teams, startups need performance management practices that are human-centred, consistent, and adaptable. Below are strategies proven to support growth, engagement, and culture within Mumbai’s startup ecosystem. 1. Define Clear Outcomes, Not Just Tasks Clarity is the core of Employee Performance Management. Employees perform better when they understand the purpose behind their work. Instead of assigning task lists, leaders should communicate the expected outcome, desired impact, and definition of success. For example, rather than saying “create a pitch deck,” clarify: a) Who it is for, b) What message must it convey? c) What outcome should it achieve? This helps employees make independent decisions, reduces back-and-forth, and increases accountability. When employees know why something matters, they remain more motivated, involved, and confident in their work. Outcome clarity drives self-direction, as it is a critical factor for high employee performance in fast-paced environments. 2. Set Up Regular 1:1 Conversations Not Just Year-End Reviews Annual reviews are too late for real improvement. Real growth happens through ongoing dialogue. Consistent 1:1s (weekly or bi-weekly) create space for clarity, reflection, and emotional support, all key to effective Employee Performance Management. These conversations should include: a) Progress updates, b) Current challenges, c) Emotional or workload stress check-ins, d) Adjustments in goals or priorities. When employees feel heard regularly, they become more engaged and aligned. These conversations also reduce misunderstandings, frustration, and performance dips, especially in high-speed startup environments where roles shift often. 👉 Performance Management Training for Startups Empower your leaders to drive clarity, accountability, and people-first performance. Our expert-led Performance Management Training helps founders and managers build confident, high-performing teams. Reach us at for a consultation. (9 am to 6 pm IST, Mon–Fri) 3. Promote a Feedback Culture Built on Respect In many startups, feedback is either avoided (to keep harmony) or delivered bluntly (to act fast). Both approaches harm performance. A respectful feedback culture focuses on shared growth. A simple, effective approach would be a) Describe the behaviour or situation, b) Explain its impactc) Invite the employee’s perspective. d) Collaborate on improvements together. This approach avoids blame and builds mutual trust. When feedback feels fair and empathetic, employees become open to learning, communication improves, and performance management challenges reduce significantly. 4. Recognise Effort, Not Just Final Results In startups, major milestones often take the spotlight, but the journey to get there is built on consistent effort. Recognition isn’t just a “feel-good” gesture; it directly improves employee performance and retention. Ways to acknowledge effort are: a) Verbal appreciation in meetings, b) Personal thank-you messages c) Recognition boards or channels, d) Highlighting progress during reviews. When people feel seen for their grit, problem-solving, and perseverance, they stay engaged and loyal, especially in early-stage teams where roles can feel demanding. 5. Use Goals That Adapt to Change Startups evolve quickly. When goals remain rigid, employees feel pressured, overwhelmed, and disconnected. Quarterly or sprint-based goal alignment allows teams to shift direction smoothly while staying coordinated. Flexible goal-setting supports: a) Clarity without rigidity, b) Motivation without burnout, c) Agility without confusion. This ensures performance management practices remain relevant even as priorities evolve, which is crucial for growth-stage startups in Mumbai’s competitive
7 Essential Skills For Strong Team Leadership
Leadership today isn’t just about steering the ship, it’s about making sure the crew is inspired, heard, and ready to move forward together. The strongest teams aren’t built on pressure and performance alone, they thrive on trust, connection, and purpose. As expectations shift, leaders must grow beyond traditional roles and step into ones that empower and energize. That’s exactly what Elephant in the Room Consulting supports through its curated leadership and wellbeing programs—helping organizations build strong, emotionally intelligent leaders who drive both performance and people-first cultures. These seven essential skills will help you lead with clarity, compassion, and confidence. 1. Communicate with Clarity and Purpose The Skill: Thoughtful leaders communicate clearly, listen actively, and create room for dialogue. They tailor their style to fit their team, ensuring messages land with clarity and care. Why It Matters: Uncertainty is one of the most overlooked drivers of workplace stress. When communication is clear, people feel more grounded and confident in their roles. It also opens the door for early conversations around challenges before they grow. 2. Lead with Empathy and Emotional Awareness The Skill: Empathy is the ability to sense and understand what others are feeling. It’s about noticing when something’s off, recognizing unspoken stress, and being present enough to respond. Why It Matters: Teams thrive when they feel seen, not just for their work, but for who they are. Leaders who lead with emotional intelligence create safer spaces, reduce fear of judgment, and build stronger connections. 3. Address Conflict with Courage and Care The Skill: Conflict resolution isn’t about avoiding disagreement — it’s about managing it skillfully. This involves listening to all perspectives, remaining neutral, and moving toward respectful resolution. Why It Matters: Lingering tensions quietly chip away at morale. Leaders who can facilitate honest, constructive dialogue help preserve harmony and prevent emotional fatigue among their team. 4. Stay Resilient and Help Others Do the Same The Skill: Resilience means bouncing back — but also staying grounded in the face of change. It involves regulating your own stress responses and helping your team do the same. Why It Matters: Change and pressure are part of modern work life. Leaders who remain steady during turbulence model emotional strength, reduce team anxiety, and help others regain perspective during difficult times. Learn how Emotional Resilience Workshops can reduce stress and boost productivity across your team. 5. Delegate with Trust, Not Control The Skill: Delegation is a signal of trust. Effective leaders assign responsibilities with clarity, give room for autonomy, and stay available without hovering. Why It Matters: Constant oversight can leave people feeling disempowered and anxious. On the other hand, autonomy boosts motivation and builds confidence — key ingredients in a healthy, high-performing team culture. 6. Coach with a Focus on Growth The Skill: Great leaders coach rather than command. They guide team members to reflect, problem-solve, and stretch beyond what they believe they’re capable of. Why It Matters: When people see a path forward, engagement deepens. Regular feedback and development opportunities help individuals feel invested in — reducing burnout, increasing satisfaction, and creating meaningful momentum. 7. Decide with Confidence and Integrity The Skill: Sound decision-making requires balancing logic, intuition, and fairness. Leaders must know when to consult, when to act, and how to explain their rationale. Why It Matters: Unclear or inconsistent decisions can erode trust and add unnecessary stress. People feel safer and more supported when their leaders take ownership, even when the choices are tough. 8. Stay Resilient and Help Others Do the Same The Skill: Resilience means bouncing back — but also staying grounded in the face of change. It involves regulating your own stress responses and helping your team do the same. Why It Matters: Change and pressure are part of modern work life. Leaders who remain steady during turbulence model emotional strength, reduce team anxiety, and help others regain perspective during difficult times. The Heart of Leadership Is Human, And We Help You Build It These seven skills aren’t just good-to-have—they’re essential, and they can be learned, strengthened, and embedded into everyday leadership. At Elephant in the Room Consulting, we don’t believe in generic workshops. We create safe, real-world learning experiences where leaders can pause, reflect, and develop the mindset and tools needed to truly lead with impact. Whether your goal is to strengthen team culture, navigate conflict with confidence, or lead with empathy and clarity, our programs are built to meet you where you are—and move you forward. We focus on what matters most: authentic communication, emotionally intelligent leadership, and sustainable team wellbeing. Let’s reimagine leadership—not just as a role, but as a human-centered practice that transforms teams from the inside out.
How To Stop Micromanaging Your Team
When Leadership Becomes Limiting Micromanagement may seem like a way to ensure control and consistency, but in reality, it undermines trust, drains morale, and weakens performance. Over time, micromanaging your team stifles creativity, slows progress, and breeds anxiety and disengagement. According to a 2023 LinkedIn Workplace Confidence Survey, 69% of employees said they considered changing jobs because of micromanagement, while nearly half reported that their confidence and creativity suffered under overly controlling leaders. In today’s workplace, where employee well-being and autonomy are strategic priorities, learning how to stop micromanaging your team isn’t just good leadership; it’s essential for building healthy, high-performing teams. KEY TAKEAWAYS 1. Acknowledge the Need for Control and Let It Go Micromanagement often stems from fear: fear of mistakes, inconsistency, or loss of control. The first step is acknowledging what drives your behaviour. Reflect on whether your oversight genuinely improves outcomes or simply adds pressure. Letting go of control fosters growth and psychological safety for both you and your team. 2. Focus on Outcomes, Not Processes Effective leadership is about direction, not dictation. When you shift your focus from how tasks are completed to the quality of results, you encourage ownership and independent thinking. Empowered employees feel more confident, motivated, and capable of contributing creative solutions. 3. Set Clear Expectations, Then Step Back One of the most common causes of micromanaging your team is ambiguity. Clarify project goals, deadlines, and deliverables upfront, then allow space for employees to execute without interference. Clear communication builds accountability and eliminates the impulse to constantly “check in.” Leadership Training to Overcome Micromanagement Empower your managers to lead with trust, clarity, and confidence through our expert-led Leadership Training. Learn how to replace control with collaboration and build teams that thrive on autonomy and accountability. Reach us at for a consultation. (9 am to 6 pm IST, Mon–Fri) 4. Build a Culture of Psychological Safety Employees who fear making mistakes or being judged often withhold ideas. Creating psychological safety where feedback is constructive and failure is viewed as a learning opportunity reduces the likelihood of micromanagement. A psychologically safe environment helps employees feel confident to act, innovate, and contribute fully. 5. Strengthen Your Delegation Muscles Delegation is not about offloading, it’s about empowerment. Match tasks to your team’s strengths and growth potential, then trust them to deliver. Avoid redoing work just because it differs from your personal approach. When you delegate effectively, you demonstrate confidence in your team, which fosters both autonomy and loyalty. » Spotting early signs of emotional strain can prevent burnout and disengagement. Learn more in Signs Your Team Is Struggling Mentally to support your employees before stress escalates. 6. Schedule Purposeful Check-Ins Check-ins are important, but too many can feel like surveillance. Replace ad-hoc interruptions with regular one-on-one meetings focused on progress, blockers, and professional development. This approach keeps communication open without micromanaging. 7. Invest in Leadership Development and Emotional Intelligence Micromanagement often signals a need for leadership growth. Emotional intelligence training helps managers regulate reactions, communicate with empathy, and understand team needs. Leaders who invest in self-awareness lead with confidence instead of control. 👉 OUR TAKE: Stress management isn’t about eliminating pressure; it’s about creating workplaces where people can thrive under it. When leaders empower teams with tools, empathy, and clarity, stress becomes a catalyst for growth, not burnout. 8. Celebrate Autonomy and Initiative When employees take initiative or solve problems independently, celebrate it. Recognizing self-direction reinforces trust and sends a powerful message: autonomy is valued. Over time, this builds a culture of accountability and innovation instead of fear and compliance. The Bigger Picture: Micromanagement and Workplace Wellbeing Stopping micromanagement is not merely a behavioural change; it’s a cultural transformation. Excessive control creates stress and disengagement, while trust, autonomy, and clarity fuel collaboration and performance. At Elephant in the Room Consulting (EITHR), we help organizations and leaders break free from micromanagement through emotional intelligence coaching, manager sensitivity training, and culture consulting. Our programs align leadership behaviour with organizational wellbeing, helping teams feel empowered, heard, and motivated to perform at their best. Letting go of micromanagement isn’t about doing less; it’s about leading smarter. When leaders step back, teams step up.
10 Signs Your Team Is Struggling Mentally
The mental well-being of your team is just as vital as their physical health. When employees are struggling mentally, subtle behavioral shifts often serve as early warning signs. Ignoring these cues can lead to burnout, decreased productivity, high turnover, and a negative workplace culture. According to the World Health Organization (WHO, 2022), depression and anxiety cost the global economy an estimated $1 trillion each year in lost productivity. This staggering figure underscores why recognizing early signs your team is struggling mentally isn’t just a moral priority it’s a business imperative. Recognizing these warning signs early allows organizations to intervene and foster a supportive, resilient work environment. Below are ten key signs your employees may be struggling mentally and what you can do about them. KEY TAKEAWAYS 1. Increased Absenteeism and Presenteeism Frequent sick leaves, late arrivals, or sudden absences, especially following weekends or holidays, often point to deeper issues such as stress, anxiety, or burnout. But being physically present while mentally disengaged (presenteeism) can be equally harmful. Employees may show up but struggle to focus, perform routine tasks, or stay motivated.Encouraging flexible schedules, mental health days, and open conversations about well-being can help address the root cause rather than the symptom. 2. Decline in Work Quality or Productivity When employees who once excelled begin missing deadlines, overlooking details, or needing frequent supervision, it could be a red flag for mental fatigue. Stress, anxiety, or emotional exhaustion directly affects concentration, creativity, and problem-solving abilities.Instead of immediate performance reviews or criticism, it’s important to first understand whether workload pressure, personal challenges, or a lack of emotional support is affecting output. 3. Rising Irritability and Workplace Conflicts A sudden rise in tension, emotional outbursts, or frequent disagreements among team members can often be traced back to unmanaged stress or burnout. Employees under psychological strain tend to have a lower tolerance for frustration, making small issues feel overwhelming.Introducing regular mental health check-ins, conflict resolution sessions, and mindfulness practices can help employees regulate emotions and improve team dynamics. Mental Wellbeing Workshops for Your Team Support your employees before stress turns into burnout. Our expert-led Mental Wellbeing Workshops help leaders and teams recognise early warning signs, communicate openly, and build a culture of psychological safety. Reach us at for a consultation. (9 am to 6 pm IST, Mon–Fri) 4. Social Withdrawal An employee who once actively participated in meetings or office gatherings but now avoids interaction might be dealing with anxiety, depression, or emotional exhaustion. Isolation is a common coping mechanism for those struggling mentally.Leaders should create a safe environment where employees feel comfortable expressing how they’re feeling. Encouraging peer support groups or casual wellness activities can also help re-engage withdrawn team members. 5. Persistent Fatigue or Exhaustion Constant tiredness, even after rest, is often more mental than physical. Employees who feel drained, unfocused, or unmotivated despite sufficient sleep may be battling chronic stress or burnout. This can manifest in slower reaction times, reduced productivity, or frequent mistakes.Encouraging time off, balanced workloads, and mental recovery breaks, not just physical rest, can help restore focus and energy levels. 6. Negative or Cynical Attitudes When once-enthusiastic employees begin displaying pessimism, sarcasm, or detachment, it’s often a symptom of emotional exhaustion. Chronic negativity can spread quickly, lowering morale across teams and creating a toxic work environment.Acknowledging these behavioural shifts and addressing workplace stressors such as excessive workload, lack of recognition, or poor communication can prevent this cynicism from taking root. 7. Indecisiveness or Lack of Confidence Stress and anxiety can make even capable employees doubt their own decisions. They might overthink, seek excessive reassurance, or hesitate to take ownership of tasks. This uncertainty not only slows down work but also affects self-esteem.Leaders can help by offering constructive feedback, setting realistic expectations, and promoting a growth mindset. Providing coaching or mental health workshops focused on resilience can also rebuild confidence and focus. 👉 OUR TAKE: When leaders pay attention to subtle behavioural shifts and respond with empathy, communication, and timely support, struggling employees regain confidence and teams regain momentum. Mental well-being isn’t a checkbox; it’s a commitment to helping people thrive every day. 8. Noticeable Changes in Appearance or Hygiene A sudden change in grooming habits, dress, or overall appearance can be an external sign of internal distress. When employees stop paying attention to personal care or seem visibly tired and unkempt, it often indicates emotional overload, depression, or disengagement.These signs should never be judged; instead, they should prompt discreet, compassionate check-ins. A simple “Are you doing okay?” can open the door to meaningful support. 9. Unhealthy Coping Mechanisms When employees begin relying heavily on caffeine, smoking, junk food, alcohol, or avoidance behaviours to get through the day, it’s often a sign of unmanaged stress. Some might also immerse themselves in overwork as a distraction from emotional distress.Introducing healthy alternatives such as wellness challenges, fitness programs, and access to counselling can help replace these coping mechanisms with more sustainable strategies. » Uncover the keys to a healthier workplace where people feel heard, valued, and supported. Learn more in How Can You Create Awareness on Mental Health at Work? 10. Resistance to Change Burned-out employees often find it difficult to adapt to new technologies, leadership styles, or company policies. Change feels like an added burden rather than an opportunity. This resistance may stem from mental fatigue, fear of failure, or a lack of emotional capacity to handle uncertainty.Offering transparency, adequate training, and emotional reassurance during transitions helps employees feel supported and capable of embracing change confidently. Addressing the Issue: Supporting Mental Health at Work Recognizing these signs is just the beginning. The next step is building a culture that prioritizes mental well-being. At Elephant in the Room (EITHR) Consulting, we specialize in helping organizations create psychologically safe workplaces. Through our corporate mental wellbeing workshops, we empower leaders and employees to: Every workshop is customized to your organisation’s culture and workforce needs, ensuring relevance, engagement, and real results.Investing in mental health awareness is not just a moral responsibility; it’s a strategic business
Creating a Culture of Care: Mental Health Best Practices for the Modern Workplace
Mental health is no longer a personal issue in the corporate lifestyle of today. An environment that supports emotional well-being and psychological safety not only enhances employee satisfaction but also productivity, innovation, and retention. Elephant In the Room Consulting is leading the way in this evolution, delivering a holistic approach to workplace mental health initiatives. From tailored workshops to strategic consulting and therapy services, our programs are revolutionizing the way businesses approach well-being in the workplace. Why Mental Health Matters in the Workplace An emotionally healthy workplace promotes trust, open communication, and prioritizing the emotional and psychological requirements of employees. However, most employees remain reluctant to voice concerns regarding mental health issues because they fear stigma or being judged. This is where our planned, structured, and well-designed programs at Elephant In the Room Consulting can truly make a difference. Awareness: Initiating the Conversation Awareness is the building block for a mentally healthy organization. With interactive workshops, Elephant In the Room Consulting equips teams to identify mental health issues and respond with understanding and empathy. Key Offerings Include: A foundational workshop that introduces mental health principles and provides employees with basic self-care skills. Specialized workshops like Human Factor Stress Management, Positive Psychology, Digital Detox, and Burnout Prevention enable employees to develop personal strategies of resilience at work. These programs speak to systemic issues women face managing career, family, and self. Topics include career break, being a working mom, and body positivity. Workshops for navigating workplace relationships, navigating young teams, and managing offsite retreats foster cohesion. Transformation: Embedding Mental Health into Culture In addition to creating awareness, sustained transformation results from integrating mental health into the culture of your company. That is where Elephant In the Room’s Training and Consulting services come in. Training Programs Managers are the point of first contact for support. This course empowers them with the skills to identify signs of distress, provide support, and create an inclusive workplace. Some employees are trained as internal pillars of support, recognizing early warning signals of distress and referring colleagues to suitable help. Consulting Services In-depth analysis of existing practices to reveal gaps and areas for development. Development of specially crafted policies that support mental health and align with HR practices and corporate objectives. Enables organizations to instill wellness within the fabric of daily operations, making them sustainable and long-lasting. Care: Enhancing Individual Mental Health Needs Policies and training pave the way, but actual transformation occurs when individuals feel supported. That’s why Elephant In the Room provides care solutions designed for individual employee needs. Confidential one-on-one therapy sessions provide employees with a safe space to explore and address their mental health challenges. Peer-led facilitated spaces are designed to foster connection and collective healing within the organization. A proprietary system providing on-demand tools for staff to work on their mental well-being at their own speed. Why Choose Elephant In the Room Consulting? What distinguishes Elephant In the Room Consulting is that they are holistic, deeply human. We don’t simply provide sessions, we create a system for lasting well-being. Our services are customized to each organization’s specific needs, so that every effort meets business goals and employee reality. By prioritizing workplace mental health initiatives, Elephant In the Room is assisting businesses in lowering burnout, enhancing morale, and establishing genuinely resilient teams. The workplace is changing, and mental health needs to change with it. Through a strategic partner like Elephant In the Room Consulting, organizations can drive this change with empathy, intention, and quantifiable outcomes. If you’re willing to put employee well-being on your strategic priority, it’s time to do so. Learn how Elephant In the Room Consulting can assist you in changing your workplace culture.
Top Benefits Of Stress Management Training For A Healthier Workplace
Workplaces today operate at a fast pace, and employees often balance multiple expectations at once. When this pressure builds quietly, it affects how people communicate, solve problems and show up for one another. This is why organisations are beginning to place greater attention on stress management training for employees, not as an optional wellbeing activity but as a core part of developing a healthier workplace culture. A recent TOI report indicates that many employees experience ongoing emotional strain during periods of change or uncertainty. Stress management training is designed to address these challenges. It strengthens everyday habits, increases emotional awareness and provides tools employees can use to approach demanding periods with steadiness. KEY TAKEAWAYS Why Training Matters in Today’s Work Environment The way employees respond to stress shapes the overall atmosphere of a workplace. Without guidance, they may push through fatigue, avoid sharing concerns or rely on coping habits that are not sustainable. Over time, this reflects in productivity, team relationships and confidence. Corporate stress management training introduces practical skills that help employees recognise their emotional responses and manage pressure with greater control. When these insights become part of daily behaviour, teams respond to shifting demands with more clarity and less tension. Top Benefits of Stress Management Training 1. Strengthens Emotional Awareness One of the strongest benefits of stress management training is the development of emotional awareness. Employees learn to identify early signs of stress, understand their personal triggers and observe how these patterns influence decision-making. As awareness grows, employees learn to pause, reset and respond more thoughtfully. This not only improves individual well-being but also supports healthier interactions across teams. 2. Encourages Healthier Communication Stress affects how people speak, listen and interpret information. A tense conversation can escalate quickly when employees are overwhelmed. Training helps teams communicate in a steadier, more intentional way. By slowing down their responses and expressing concerns with clarity, employees minimise misunderstandings and build more trusting relationships. 3. Builds Better Problem-Solving Under Pressure High-pressure situations can cloud judgment and lead to rushed choices. Stress management training teaches employees to break down challenges into manageable steps and evaluate decisions with more composure. This approach strengthens problem-solving during demanding periods and helps maintain consistent work quality. Resilience and Collaboration Sessions These sessions help teams build emotional steadiness, communicate more clearly and collaborate with greater ease. They cover practical themes such as stress management, emotional intelligence, conflict resolution, self-care, managing younger teams, workplace relationships and burnout recovery. Reach us at for a consultation. (9 am to 6 pm IST, Mon–Fri) 4. Supports Sustainable Boundaries Many employees find it difficult to set boundaries, particularly in hybrid or fast-paced work environments. Without healthy limits, stress builds quickly. Training helps employees understand their energy patterns and communicate boundaries in a clear, respectful manner. This improves focus, prevents burnout and supports long-term engagement. 5. Reduces Hidden Stress and Encourages Openness Unspoken stress often affects teams the most. Employees who hesitate to share concerns may end up carrying emotional strain that influences their performance. A safe workplace environment encourages openness. Training helps employees develop the language and confidence to discuss stress before it becomes overwhelming. Over time, this normalises check-ins and strengthens psychological safety. 6. Improves Team Resilience Resilient teams adapt more easily to changing priorities or unexpected challenges. Stress management training improves this response by building emotional steadiness, clearer communication and healthier coping habits. The result is a team that recovers faster, collaborates more naturally and maintains a stronger focus under pressure. 7. Shapes More Supportive Leadership Leaders strongly influence how stress is experienced within teams. When they communicate clearly, manage expectations realistically and respond to pressure with steadiness, employees feel more supported. Training offers leaders a deeper understanding of how stress works and how everyday interactions impact team wellbeing. This creates a more stable and trusting environment for employees. 👉 OUR TAKE: Stress management becomes most effective when it shapes everyday behaviour rather than isolated moments. When employees learn to recognise their stress patterns, communicate with steadiness and maintain healthier boundaries, the workplace becomes more stable and collaborative. These small habits help teams respond to demanding periods without losing clarity or connection. How EITHR Helps to Manage Stress? Elephant in the Room Consulting (EITHR) works with organisations to recognise the behavioural patterns that contribute to stress. Our programs focus on improving communication habits, strengthening emotional understanding and helping leaders create environments where pressure becomes manageable. These insights support healthier, more stable workplaces over time. Frequently Asked Questions
The Hidden Business Risk You Might Be Ignoring in 2025
In 2025, the biggest threat to a business’s bottom line is not market shifts or competition; it’s employee stress. Tight deadlines, constant pings, tricky team dynamics, and economic uncertainty are pushing professionals to the brink. A recent Asia Mental Health Index report by Aon and TELUS Health shows India at the lowest work productivity score in Asia (43.7), driven largely by rising stress, burnout, and difficulty concentrating at work. This isn’t just about personal well-being; it’s about business survival. To learn more about how you can support employees’ mental health at your workplace, check out our stress management workshop for employees. To truly understand why productivity is slipping, we need to explore the hidden weight stress carries inside today’s workplaces. The Real Cost of Workplace Stress Studies indicate that work environment stress is currently among the top causes of burnout, absenteeism, and disengagement in the workplace. And in hybrid and remote working, these stressors tend to be elusive until they become too late. By investing in corporate stress reduction initiatives, companies defend their human assets while enhancing performance, retention, and company reputation. Why Corporate Stress Management Is Now a Strategic Priority In 2025, the most competitive organizations aren’t merely characterized by their strategy or technology; they’re characterized by their people-first culture. Here’s why stress management is at the core of this evolution: Retention and Recruitment Modern employees, particularly millennials and Gen Z, value their mental well-being. Organizations that provide strong wellness programs are better able to attract and retain the best employees. Productivity and Innovation Mentally supported employees are more creative, more collaborative, and more engaged. A mentally healthy worker base directly equates to business innovation. Compliance and Risk Management Most nations, including India, are getting stricter on employee well-being regulations. Getting ahead of stress is not just the right thing to do, it’s sound risk management. To dive deeper into supporting mental health at work, check out the key benefits of regular mental health audits and how they can help create a healthier work environment. Elephant In the Room Consulting: Reframing Workplace Wellness Elephant In the Room Consulting provides evidence-based, holistic solutions that help create resilient teams and psychologically safe work environments. Their solutions far exceed surface-level workshops; they aim to create transformation through awareness, training, consulting, and care. This is how: 1. Sensitization Through Tailor-Made Workshops Elephant In the Room’s mental health sensitization workshops shatter the silence about stress and mental health by opening up conversations and providing teams with practical coping techniques. Their one-on-one resilience building workshops, including stress management, emotional intelligence, and burnout prevention sessions, equip employees with the ability to overcome challenges. Tailor-made programs such as women’s workshops and digital detox sessions focus on the specific pressures of contemporary work life. 2. Reaching Change through Training and Policy Through their Manager Sensitivity Training and Mental Health Champions Training, Elephant In the Room empowers critical staff to lead with confidence and compassion. These leaders become pillars of a mental health-conscious culture. The consulting practice ensures mental health is not an add-on one-time campaign but a fully integrated approach, infusing wellness into policy, audits, culture, and day-to-day processes. 3. Ongoing Care and Support Services Stress is not a one-size-fits-all problem. That’s why one-on-one therapy, peer groups, and an online self-care platform are included in Elephant In the Room’s Care services. These services provide employees with individual, ongoing support in a confidential, safe setting. The Future of Work Is Human-Centric In 2025, corporate wellness is not a box to check, it’s about making workplaces places where people can really succeed. Companies that invest in mental health are not only supporting workers’ stress management, they’re building a future-proof business. With a partner like Elephant In the Room Consulting, organizations get more than a program; they get a culture of resilience, compassion, and greatness. As we increasingly step into a hyper-connected, high-stress world, blissful ignorance of workplace stress is no longer possible. Empower your teams. Shift your culture. Fuel sustainable success with effective corporate stress reduction initiatives.
Empowering Leaders: Mental Health Skills for Managers to Build Healthier Workplaces
Workplaces in 2025 expect managers to handle more than tasks, timelines and targets. They are now responsible for shaping the emotional environment of their teams. Employees look to them for direction, clarity and understanding, especially during stressful periods. They are now responsible for shaping the emotional environment of their teams, following mental health best practices in the workplace. This makes workplace mental health training for managers essential, not optional. A manager’s behaviour influences whether employees feel safe to speak, how they handle pressure and how connected they feel to their work. Many employees report emotional strain when communication is unclear or when leaders are unavailable during difficult moments. Managers today need skills that help them navigate these emotional realities with steadiness, following mental health best practices in the workplace. They must know how to recognise distress, respond without judgment and support teams through periods of change. When managers develop these skills through mental health training for managers, the workplace becomes healthier, clearer and more resilient. Key takeaways Why does stress escalate without clear leadership cues? Uncertainty is one of the strongest drivers of workplace stress, which is why mental health best practices in the workplace become important in guiding teams through unclear expectations. A global report by the Gallon states that unclear expectations and inconsistent direction can heighten emotional pressure and reduce engagement across teams. In fast-paced cities like Mumbai, even small gaps in communication can feel amplified because work moves quickly and employees depend on steady guidance during shifting priorities. This is where workplace mental health training for managers becomes particularly important. Why Managers Need Emotional Skills as Much as Technical Skills? Employees rely on their managers to interpret challenges, communicate direction and set the tone during stressful periods, especially when applying mental health best practices in the workplace. Some common workplace patterns include: These behaviours do not come from a lack of competence. They emerge from emotional strain and unclear leadership responses. Mental health training for managers helps leaders recognise these patterns early and navigate them more thoughtfully, especially in demanding workplaces like Mumbai. » For deeper insights into managing workplace stress, explore our Strategies for Managing Stress in the Workplace. How Mental Health Skills Strengthen Leadership? 1. Recognising emotional cues early Managers learn to notice subtle shifts such as hesitation, withdrawal or a change in tone that may indicate rising stress. Early recognition strengthens trust and supports mental health best practices in the workplace. 2. Responding with steadiness during tense moments Clear communication prevents confusion and reduces emotional overload. It remains one of the most important mental health best practices in the workplace, especially when teams face shifting priorities. 3. Communicating with clarity and balance Clear communication prevents confusion and reduces emotional overload. Managers learn how to set expectations that respect employees’ time and energy. This helps prevent burnout and reinforces mental health best practices in the workplace. As clarity becomes consistent, teams feel more grounded even when priorities shift quickly. 4. Encouraging healthy boundaries Managers learn how to set expectations that respect employees’ time and energy. This helps prevent burnout by creating a more sustainable pace of work. Healthy boundaries also show employees that wellbeing is valued, not overlooked—an important principle taught in mental health training for managers. 5. Strengthening team trust When managers communicate with empathy and fairness, trust deepens naturally. Employees feel safer sharing challenges without fear of judgment. This strong foundation of trust shapes a more stable and connected workplace. Training Managers and HR for Sensitivity and Change This program equips managers and HR teams with the skills needed to lead with sensitivity, respond to workplace challenges with steadiness and support employees through transitions. The sessions strengthen emotional awareness, build healthier communication habits and help leaders create environments where employees feel heard and included. Modules include Manager Sensitivity Training, First-Time Manager development, HR guidance for transitions and crisis management, and support for managing multigenerational teams. Reach us at for a consultation. (9 am to 6 pm IST, Mon–Fri) Why Mental Health Training is Now a Core Part of Good Management? 1. Better decision-making under pressure Managers who understand their stress patterns make clearer decisions and reduce emotional intensity across the team. This steadiness supports thoughtful actions during demanding moments. 2. Healthier conversations during stressful periods Training equips managers to communicate steadily even when work feels heavy. This reduces defensiveness and opens the door for honest dialogue. 3. Improved conflict resolution Managers learn how to separate the emotion from the issue. This approach helps teams resolve disagreements without unnecessary tension. 4. More supportive work environments Employees feel valued when their experiences are acknowledged. This prevents small concerns from turning into larger stressors. 5. Steadier team performance Calm and consistent leadership helps employees maintain focus. Over time, performance becomes more reliable because communication and expectations stay clear. How Leadership Shapes the Everyday Mental Health of Teams? 1. They set the emotional tone Teams take emotional cues from their managers. When leaders remain composed, the entire team communicates with more clarity and patience. 2. They influence how safe employees feel Psychological safety depends heavily on a manager’s approach to questions and concerns. A supportive tone encourages employees to speak openly before stress builds. 3. They create clarity Uncertainty is one of the fastest paths to workplace pressure. Clear expectations help employees stay grounded and confident in their responsibilities. 4. They model balance When managers protect their own boundaries, employees feel more comfortable doing the same. This reduces burnout and creates healthier routines. 5. They reinforce trust Trust grows when managers respond with fairness and consistency. Employees feel valued for their effort, not just their output. When Managers Feel Equipped, Teams Feel Supported Managers cannot support teams effectively when they feel overwhelmed themselves. They need a grounding in mental health best practices in the workplace to handle stress responses clearly and guide others with confidence. This steadiness makes a significant difference in how employees experience their workday. 👉 OUR TAKE: Workplaces become healthier when managers develop the
10 Effective Strategies to Support Women’s Well-Being in the Workplace
Women’s well-being in the workplace is an essential yet often overlooked aspect of corporate culture. As women navigate career growth, caregiving responsibilities, societal expectations, and personal wellbeing, they require supportive and inclusive systems that recognize their unique challenges. Strengthening women’s wellbeing is not just an HR initiative—it’s a strategic investment in a healthier, more equitable workplace. Here are ten effective ways to support the well-being of women at work: Supporting women’s mental wellbeing in the workplace is not only a moral responsibility, t’s a business necessity. A workforce where women feel respected, empowered, and emotionally safe is more productive, creative, and loyal. By collaborating with thought leaders such as Elephant In the Room Consulting and incorporating strategic corporate wellbeing initiatives, organizations can make significant progress toward a healthier, more inclusive workplace. Are you prepared to make women’s health a pillar of your corporate culture? Now’s the moment to tackle the elephant in the room and drive the change.
