Self-care isn’t selfish—and it’s more than just a massage or a walk in nature. In the workplace, self-care can take subtle, meaningful forms that encourage leaders and employees to prioritize well-being every day. In honor of Self-Care Awareness Month, we’re sharing practical tips to help your organization embrace self-care this month—and make it a lasting part of your culture all year long.
When we talk to employees about self-care, we offer lots of suggestions for what they can do to practice it during non-work hours. Yet the reality is they spend most of their waking hours at work! Let’s flip the script and actually create a workplace that infuses self-care into the workday.
To truly embed self-care into our teams and departments, we must ask ourselves: How can we better support employees who thrive through observation, hands-on experience, and visual examples—not just traditional reading or listening methods? Here are seven tips that do just that:
Model it from the top.
Leaders set the tone for the entire organization, and their commitment to their own self-care can make all the difference. When leaders prioritize well-being, it gives employees permission to practice self-care in their own lives. Encourage leaders and managers to talk openly about their own well-being practices, struggles or boundaries:
“I’m logging off at 4 today to spend time with my kids. Let me know if you need anything before then.”
“I’m taking a mental health day.”
“I took advantage of our EAP and connected with a counselor who’s helping me set better boundaries for myself.”
Normalize micro-breaks and self-compassion.
Well-being can’t be seen as something employees engage in when they have free time; it must be encouraged during work hours and incorporated into the flow of the workday. This demonstrates that an organization doesn’t just talk about well-being—they actually live it. Embed self-care into the rhythm of the workday:
- Prompts to stretch or walk between meetings, or 10-minute midday walks
- Time in the day to connect with colleagues
- A mental health minute or 2-minute breathing exercises at the beginning of a team meeting
- Dedicated meeting-free focus hours a few days a week
- A company-wide quarterly “mental pause” day
- “No camera” Fridays
- Built-in “recovery hours” after the completion of a major project or meeting a deadline
Train managers as front-line well-being allies.
Managers really are the front line when it comes to employee well-being. They’re often the first to notice that something is wrong, so equip managers with tools like:
- A check-in “cheat sheet” to ask empathetic, non-invasive questions like:
- “How’s your workload feeling lately?”
- “What’s been energizing vs. draining this month?”
- Guidance for how to spot early signs of burnout or withdrawal, especially in quieter team members
- Roleplay scripts for referring someone to benefits with empathy, not pressure
Create opt-in peer support networks.
Often peer networks, like Employee Resource Groups (ERGs), can be great vehicles for infusing self-care into the workplace. Groups dedicated to mental health, different life stages or interests can serve as a safe way for employees to share their struggles and participate in activities that boost well-being.
Some activity ideas include “mental health Mondays” or recharge chats where people share what’s working for them (walks, routines, boundaries). Mental health ambassadors can also encourage employees who may be reluctant to seek help from HR to open up in a safe environment and learn about company well-being resources.
Make asking for help quiet, easy and shame-free.
Many employees simply don’t feel comfortable opening up about personal struggles or work issues. That’s why it’s important to offer anonymous check-ins through tools like TinyPulse, or a simple survey form, using prompts like:
“How are you doing this week, really?”
“Would you like someone to check in with you privately?”
“What is one thing that could reduce your stress this week?”
Make well-being and self-care a part of the culture, not just a benefit.
Well-being shouldn’t be seen as just another corporate initiative. It must be lived in daily interactions between colleagues and managers and their employees, practiced in daily habits and shared through employee testimonials and success stories. Consider these ideas:
- Hold managers accountable for well-being on their team by including goals in performance plans and incorporating the importance of well-being into leadership training.
- Highlight well-being success stories on workplace social media or dedicated messaging channels, like Slack: “Shoutout to Alex for taking PTO after a big launch—great example of leading with balance.”
- Regularly mention the importance of good mental health in town halls, and encourage managers to talk about it in team meetings: “We support you, whether you’re thriving or just getting through the day.”
- Introduce new hires to your culture of well-being during onboarding days: “Here’s how to ask for help—no issue is too small.”
Ask for feedback, then act.
An important part of creating a culture that encourages self-care is feedback. Pulse surveys where you ask one or two simple questions on regular basis can offer real-time information about how employees are feeling. Questions like, “Do you feel supported in managing your well-being here?” or “What prevents you from using the support available?” can give great insight into what employees need to thrive. And, of course, it’s what you do with the feedback that really counts. Follow up with employees about how you’re responding to their feedback and take action.
One final thought as you prepare for Self-Care Awareness Month: to really encourage self-care in the workplace you may have to treat it like a hands-on workshop versus a lecture. The more employees can see it, feel it and do it together, the more your message of well-being will stick. For help creating a well-being program that infuses self-care into your workplace, request a demo or contact us at connect@webmd.net.
