The role of proactive support in employee engagement

What if the key to keeping your employees engaged and committed wasn't just about higher salaries or better benefits? The truth is, economic uncertainty and rising costs may create the illusion of high retention, but research tells a different story. Studies from Reward Gateway reveal that many employees are simply waiting for the right moment to leave — and with expectations of economic growth in the near term, that moment may be fast approaching.

This looming turnover wave signals a critical need for organizations to dig deeper. Beyond traditional perks, it's time to address the emotional and psychological factors driving disengagement.

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Moving beyond the basics: The role of proactive EAPs

Competitive pay, benefits, and career development remain vital, but they don't always get to the root of disengagement. To build a workforce that's truly engaged and resilient, companies must adopt a more holistic approach that prioritizes mental well-being and offers proactive support for employees.

Employee assistance programs (EAPs) have long been seen as reactive tools — something employees turn to during a crisis. But what if they were designed to prevent those crises in the first place? Proactive EAPs can integrate mental health support into the everyday employee experience, addressing issues before they snowball into disengagement or turnover.

This theme of proactive mental health wellness strategies is a central focus of my new book, The Mental Health Advantage: How the World's Best Companies Drive Performance & Wellbeing Through Proactive Mental Health, which explores how proactive strategies can revolutionize workplace culture. Drawing on hundreds of interviews conducted during research, the book examines the barriers to mental health support and highlights actionable solutions for creating lasting change.

"HR leaders are uniquely positioned to champion mental health initiatives," says Barbara Wachsman, managing director at The Walt Disney Company and one of the book's featured interviews. "The shift has to be from reactive care to proactive strategies. It's about making mental health a business priority before employees hit a breaking point."

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The business case for proactive support

Creating a strong business case for proactive mental health support requires shifting the narrative from reactive solutions to preventative care. By embedding mental health into the core of workplace culture, organizations can address disengagement at its roots, reducing burnout and fostering long-term loyalty.

As Desiree Pascual, co-founder and chief strategist at Simply Human and former physician human resources leader at Kaiser Permanente, puts it, "It's not enough to just offer mental health services; companies need to make mental health a priority within their HR strategy." 

Here are some essential strategies for integrating proactive support into your organization.

1. Prioritize mental health
Proactive EAPs help employees manage stress, anxiety, and burnout while creating a workplace culture that values mental health. After counseling through an EAP, employees report life satisfaction issues dropped from 38% to 17% — showing how when employees feel supported, they're more likely to stay motivated and loyal.
 
2. Provide stress management tools
Stress is one of the leading causes of disengagement. Among actively disengaged employees, stress. Offering mindfulness workshops, stress management training, and coping strategies equips employees with tools to build resilience and maintain balance.
 
3. Ensure confidentiality and trust
According to the 2024 NAMI Workplace Mental Health Poll, 51% of employees indicated they would utilize a free, confidential, independent mental health support resource if offered by their employer. This willingness was notably higher among Black and Hispanic employees, at 60% and 58% respectively, compared to 46% of white employees. A confidential, judgment-free environment encourages employees to seek help without fear of stigma. This builds trust, helping employees feel safe, valued, and connected to their workplace.

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Building a culture of engagement

Proactive support does more than solve immediate problems — it creates long-term loyalty. When employees feel heard, cared for and supported, they're less likely to leave, even when the job market improves.
 
Ali Hasan, commercial director at AXA Health, highlights this commitment in a conversation featured in the book: "Great organizations are committed to making mental health and well-being part of their corporate DNA. It's not an afterthought or a temporary initiative. It is essential for maintaining a healthy, productive and effective workforce, and approaches to build and reinforce good mental health at work should be integrated into every level of organizations."

Claude Silver, chief heart officer at VaynerX, adds, "Switching to a proactive mental health approach has transformed our culture. Employees feel more comfortable opening up and seeking help. We've reduced stigma and created a healthier, more productive environment."

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The way forward

Reducing turnover risk starts with embedding proactive mental health strategies into employee engagement efforts. By fostering a culture of care, organizations can build a workforce that's resilient, engaged, and prepared to tackle challenges together.

Investing in proactive support isn't just about avoiding a wave of resignations tomorrow. It's about creating a workplace where employees want to stay, grow, and thrive — no matter what the future holds.