The way employees think about “benefits” has evolved — and so should the way HR leaders design them.
For years, traditional perks like dental plans and vacation days defined what it meant to offer a competitive package. But today’s workforce expects more — especially when it comes to mental health and overall well-being.
In fact, a recent Mind Share Partners study found that 76% of employees experienced at least one mental health symptom in the past year, and nearly half say their workplace environment directly affects their mental health. That’s a wake-up call for HR leaders.
For small and medium-sized businesses (SMBs), mental health support isn’t just a “nice to have.” It’s a competitive differentiator that impacts retention, engagement, and performance.
Here’s how to turn wellness into a meaningful advantage for your business.
The Competitive Advantage of Prioritizing Well-Being
When SMBs invest in employee wellness, they’re not just improving morale — they’re improving the bottom line.
Employees who feel cared for are more engaged, loyal, and productive. Conversely, neglecting mental health can lead to burnout, absenteeism, and turnover — issues that cost SMBs disproportionately more due to smaller team sizes.
By designing benefits that prioritize mental well-being, you send a clear message: your employees are more than their output — they’re people first. And that sense of value and belonging is what drives loyalty.
Turning Wellness Into a Two-Way Conversation
One of the greatest strengths of small businesses is their closeness. Leaders often know their employees personally, which makes it easier to create an environment where open, honest conversations about well-being can happen.
Here’s how HR leaders can make wellness a shared dialogue — not just a line item:
1. Be accessible and approachable.
Schedule regular check-ins, not just about work performance, but about how your team is feeling. A simple “How are you doing lately?” can go a long way toward reducing stigma and encouraging openness.
2. Offer choice and flexibility.
A one-size-fits-all approach doesn’t work. Some employees may value a fitness membership; others may prefer therapy access, meditation programs, or financial wellness support. Choice matters — and it shows that you care about the individual, not just the collective.
3. Communicate clearly and often.
Even the best benefits lose impact if employees don’t know they exist or how to access them. Make it easy for your team to explore their options, ask questions, and get support when they need it most.
4. Lead by example.
Normalize mental health breaks. Model boundaries. Encourage your managers to talk openly about balance and stress. Culture starts at the top — and when leaders lead with empathy, teams follow.
Simplifying Access with Technology
Here’s the truth: even the most well-intentioned wellness initiatives fall flat if they’re hard to access or manage.
That’s where technology becomes your ally.
Platforms like LIVD are transforming how SMBs deliver lifestyle benefits — giving employees the flexibility to choose wellness options that fit their unique needs, while saving HR teams time on administration.
Each month, employees receive credits directly in their LIVD accounts, which they can use on benefits that matter most to them — from gym memberships and meal allowances to wellness experiences or family support programs.
It’s simple, personal, and completely digital — empowering teams to take ownership of their well-being without the red tape.
Creating a Culture That Cares
When mental health becomes part of your company’s DNA, everything changes. Engagement rises. Retention strengthens. Teams perform better — not because they’re pushed harder, but because they’re supported more thoughtfully.
For HR leaders, the path forward is clear: prioritize mental health not as a benefit, but as a business strategy.
Because when people feel well, they work well — and your culture thrives.
