Mental health in the workplace has become one of the buzzwords of the 2020s. Especially Gen Z and Millennials expect more authenticity, social responsibility and a genuine focus on wellbeing from employers. Many companies already offer benefits like gym memberships, therapy sessions or team lunches. Yet these offers are often barely used. Not because they’re bad, but because they’re not embedded into the actual workplace and team culture.

This is where many leaders hesitate. Not out of unwillingness, but because they lack clear guidance, experience or practical tools. A common worry: “If we focus too much on mental health, people will take more sick days.” Short answer: No. Here’s why the most common myths about mental health at work simply don’t hold up.

Myth 1: Employees will call in sick more often

Definitely not. People don’t take sick leave because they can. They take it because they’re mentally or organisationally overwhelmed. Prioritising mental health sends a powerful signal: “You matter. Your wellbeing matters. And we see you.” That builds trust and belonging. And belonging leads to stronger engagement, deeper responsibility and more motivation. Not less.

Myth 2: Mental health initiatives cost too much money

Yes, mental health requires investment: whether through internal programmes or external support like Mind Your Buzziness. But: that investment pays off. The return on investment ranges between 3 and 11 euros for every euro invested. Not because wellbeing is a “nice extra”, but because focus increases, productivity rises, absenteeism drops, turnover decreases, creativity grows, and all of this impacts revenue. Mental health isn’t a cost centre. It’s a long-term growth driver. And yes: You need patience. The impact unfolds over months and years, not overnight. Investments in mental health are long-term by nature and need time to take full effect. But if you stay committed, your efforts will pay off.

Myth 3: People will work less if they take care of their mental health

No! The opposite is true. Motivation comes from appreciation, psychological safety and a sense of impact, not pressure. People who feel seen and supported deliver better work, stay more loyal and maintain high performance over time. And yes, some people only do the bare minimum, but that’s rarely a mental health issue. It’s usually rooted in lack of recognition, safety, role clarity or past negative experiences. A stronger focus on mental health can actually resolve these patterns, because people feel seen, understood and supported.

Myth 4: My reputation as a leader will suffer if I prioritise mental health

Quite the opposite. Leaders who integrate mental health strategically appear clearer, stronger and more modern. Psychological safety builds respect. Respect builds trust. Trust builds ownership. Ownership builds intrinsic motivation. Motivation fuels innovation. And innovation drives revenue. Mental health is not a soft alternative to performance. It’s the foundation of sustainable performance. This is how a stronger focus on mental health and authentic marketing can become a true growth engine for you as a leader, for your team, and for the entire organisation. We’re not creating a feel-good concept. We’re building sustainable performance on a healthy and resilient foundation. In the spirit of “Healthy Performance over High Pressure Performance.” You won’t lose authority by doing so. You’ll strengthen it. And your ability to innovate will grow as your internal and external positioning becomes clearer, ultimately strengthening your revenue as well. I support you in shaping your team and organisational culture in a positive way: for long-term success that benefits the management, the leaders, and the team.

Myth 5: Focusing on mental health weakens performance

Many people still believe that mental health is just a feel-good topic and something “nice to have,” but not particularly useful when pressure, deadlines or quarterly targets are on the table. The truth is the exact opposite. Mental health is the foundation of stable performance, especially under pressure. High pressure kills creativity, focus, clarity and good decision-making. Psychological safety enables all three. Those who take breaks, have clear priorities and experience psychological safety don’t work less. They work more efficiently and ultimately produce better results. Mental health isn’t a soft luxury. It’s a strategic tool that makes sustained high performance possible in the first place. Companies that understand this become more resilient, more innovative and more successful. Regardless of their industry or size.

Myth 6: Mental health is an HR topic – not a leadership topic

A common misconception is that mental health is just “HR decoration”: a collection of feel-good initiatives, workshops or internal programmes. No. Mental health is a leadership discipline and a business topic. Leaders shape the team climate every single day through communication, feedback, prioritisation and decision-making. That’s where it’s decided whether people can work in a healthy, motivated and sustainable way, or whether they eventually burn out. Integrating mental health into leadership doesn’t mean becoming a therapist. It means creating a work environment where people can operate with clarity, safety and effectiveness. Companies that understand this build cultures that retain talent, foster innovation and weather crises more successfully. Because leadership doesn’t just drive results. It also steers the most valuable resource in any organisation: the energy of its people.

Myth 7: Talking about mental health harms employer branding

Many companies are hesitant to talk openly about mental health because they fear it could signal weakness or internal problems. In reality, the opposite is true. Millennials and Gen Z actively look for employers who communicate honestly, thoughtfully and with a human tone. A company that addresses mental health transparently sends a clear message: “We care. We take responsibility. We’re committed to evolving.” This builds trust, strengthens employer branding and significantly improves talent retention. Authenticity isn’t a risk. It’s a competitive advantage and strategic asset. In the war for talent, it’s not the loudest company that wins, but the most credible one.

If this topic resonates with you and you’d like to integrate mental health strategically into your culture, marketing or leadership, I’d be happy to support you. I work with leaders, teams, organisations and creatives to integrate mental health in a way that allows people to work healthily while creating sustainable growth at the same time.

If you like, let’s have a conversation and explore what might be possible in your context.

Send me a message or book a short intro call.


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