Mental health is no longer a secondary issue in companies, it is a top priority.

In 2025, employers and employees in Quebec have everything to gain by working together to create workplaces where everyone can thrive in complete psychological safety. As Julie Allard, psychoeducator and training project manager at Evie Group, points out, psychosocial risk management (PSR) is based on a principle of co-responsibility that involves all of us: employees, managers and senior management.

As a manager or HR professional, you know how important mental health is, but in reality, where do you start? Just hosting a conference on the topic or offering only an employee helpline isn’t enough to make a real difference.

Building a healthy work environment requires concrete actions, repeated on a daily basis and is based on a culture of co-responsibility.

Here are five levers to activate now in your organization:

1. Equip managers to become human leaders

Managers are the first point of contact when an employee is not doing well. Do they have the tools to spot the warning signs of psychological stress or distress? They are the ones who, through their posture and their listening, can make all the difference. An employee is hesitant to talk about a personal problem that affects his or her work? A manager trained in the recognition of distress signals will be able to initiate a discussion and direct the employee towards solutions.

2. End the “culture of the hero who always does more”

Do you recognize that colleague who never takes a vacation, who answers emails at 11 p.m. and who is admired (or feared) for his limitless dedication? Too often, this kind of model is still valued and exhausts teams. However, true performance is based on balance. A company that recognizes and rewards efficiency rather than hours spent in the office sends a clear message: taking care of yourself is also about being a good professional.

3. Give employees real autonomy

An employee who has a say in how they organize their work is a more engaged and less stressed employee. Why not involve the teams in defining priorities or give them more flexibility on their schedules? Well-supervised autonomy reduces pressure and promotes accountability.

4. Focus on communication to avoid the “every man for himself” effect

One of the major irritants in business is the lack of communication between departments or colleagues. This creates stress, misunderstandings and unnecessary frustrations that could have been avoided by a simple exchange. Setting up meetings, promoting spaces for exchange and organizing tasks in pairs can make a real difference in breaking isolation and strengthening collaboration. A good example? I’ve already seen companies create referral systems between colleagues and take 10 minutes a week to discuss their challenges and help each other as a duo.

5. Make well-being a collective responsibility

Mental health cannot rest solely on the shoulders of HR or managers. Every employee also has a role to play: knowing how to say no, respecting the boundaries of their colleagues and their own limits, encouraging a culture where it is normal to take care of yourself. A simple and effective initiative? Set up “wellness breaks” where everyone is invited to unplug. For example, a walk, a physical activity or simply a moment of breathing.

Source: Linkedin

By activating these levers, you are laying the foundation for a culture where mental health becomes a true shared responsibility. It’s not just about humanity, it’s also a driver of performance and sustainability for your business. In 2025, in Quebec, it is time to move from awareness to action.

What if you tested one of these levers in your team this week? The Evie Group can offer you customized support! Learn!