In last week’s Whatif? Wednesday Thought Letter, we discussed turning your organization into a “Blue Zone” by creating a purpose-connected culture that fuels a strong sense of meaning and community. This week, we’re adding the fifth of the five challenges on the 2025 horizon: mental health and well-being.

A New Disruptor: Tariffs Fuel Uncertainty

• Leaders are now grappling with the recent 25% tariffs the U.S. has imposed on Canada and Mexico.
• These measures will likely disrupt supply chains, raise production costs, and create financial uncertainty.
• When the business landscape dramatically changes, employees experience increased stress and worry about job security and company stability.
• It’s more important than ever to address mental health now, even as you refine long-term strategies for resilience and agility.

Why It Matters in 2025

Here’s the reality we can’t dismiss. In a turbulent world, we need more than standard wellness perks to attract and retain top talent.

• Research consistently shows that high achievers expect competitive compensation and genuine support for their mental and emotional health. And if we don’t offer it, particularly in high-stress times, they vote with their feet and find a company that does.
• Research also shows that when people feel genuinely supported, they’re more engaged, productive, and creative. Stress can lead to errors, absenteeism, and high turnover, negatively impacting reputation, growth, and the bottom line. In the long run, that will cost us far more than being intentional about well-being.

Going Beyond Basics: Four Bold Moves to Stand Out

Offering basic counseling or one-off workshops isn’t enough. Imagine the trust and respect you would earn from top talent by taking bold steps that show genuine commitment:

1. Paid Mini-Sabbaticals
   • Let employees take a fully paid month off every two or three years to recharge or pursue personal growth. This signals you care about people’s long-term well-being at a time when economic and global uncertainties can feel overwhelming.
2. Link Well-Being Scores to Executive Pay
   • Make mental health indicators such as absenteeism and employee satisfaction part of leadership KPIs. When sudden disruptions (like tariffs) impact business strategy, having executives accountable for employee well-being keeps support systems front and center. And if it affects bonuses, it will be a priority.
3. Try a 4-Day Workweek in Some Areas
   • A shorter workweek can lower stress and boost morale within clear guidelines. Show that you trust employees to manage their time and deliver results even in volatile circumstances.
4. Employee-Led “Well-Being Projects”
   • Let employees propose and lead well-being ideas, such as organizing stress-reduction workshops. People support what they help create, and feeling a sense of control can counterbalance feelings of uncertainty.

Measuring Success

Organizations experience big surprises from time to time. The pandemic and tariffs are prime examples. That’s why monitoring and addressing well-being is just good risk management.

• Regular Employee Check-Ins: Listen for anxiety about the company and job stability, stress levels, and concern about their prospects.
• Stay Interviews: Well before needing an “exit interview”, talk to top performers about what keeps them around and whether they feel supported in uncertain times.
• Well-Being Dashboards: Compare well-being metrics like productivity, turnover, and absenteeism with traditional revenue, cost, and profitability data.

“Whatif?” Questions for Linking Purpose and Well-Being

• What if you used Townhalls for open mental health discussions to show how your “Blue Zone” values extend to handling sudden business shifts?
• What if your “Blue Zone” included a “Green Light Zone” to discuss tariff fallout?
• What if mental health data was included in leadership reports to signal its priority during market upheavals?

Final Thought

By blending a sense of purpose with genuine support for mental health, we create resilient workplaces where people can handle unexpected disruption. This environment attracts and retains top talent who want to be their best without compromising well-being.

What if you saw the new tariffs as an opportunity to double down on well-being? Could you take a big step toward creating a “Blue Zone” culture where people feel prepared to take on tomorrow’s unknowns? Organizations that do will ultimately perform better and profit more.

Let’s unlock better – together.