(Video-Interview): How to Improve Mental Health in the Workplace; Ways to Support Employees at Work with Gretchen Moran

1280 720 Dr Rozina Lakhani

Are your employees suffering from mental health problems?

The mental health of employees has become an increasingly important topic in the workplace. Companies around the world are recognizing the impact of stress, anxiety and burnout on productivity and employee well-being. 

Would you like to learn how employers can improve mental health in the workplace?

In my recent Happy and Healthy Mind episode, our guest Gretchen Moran Marsh discussed how to make a positive impact on your team’s mental well-being and boost their productivity. 

Dr. Gretchen Moran Marsh is a Clinical Psychologist and professional speaker who specializes in the assessment and treatment of anxiety and depression-related disorders in children, adolescents, and adults.  Dr. Marsh received her undergraduate degree from the University of Michigan and her Master’s Degree and Ph. D. from Wayne State University in Detroit Michigan. 

Check out this video to learn strategies that will help you as a leader to empower your employees.

In this interview, you will learn:

00:00 min – Introduction

02:39 min – How mental health became important to Gretchen 

04:06 min – Case study on mental health’s importance

11:04 min – Progressive muscle relaxation benefits to mental health

14:41 min – Stigma of mental health in the workplace

17:45 min – Result of company’s investment in mental health

20:34 min – Tips for leaders to improve employees’ mental health

  • model your own mental health
  • sharing your experiences
  • paying attention to your employees and who you are leading
  • Inform the employees about the employees assistance program

22:28 min – How to handle employees with depression and anxiety

27:00 min – Connect with Dr. Moran (drmoranmarsh.com)

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So let me share some of my favorite lines from this interview:

Whoever is your role, you know, in an organization, whether you are a colleague, whether you’re a superior, whether you’re a manager. Our attitude towards mental health affects not only our own mental health, but the mental health of everybody working around and just have. Having that recognition that we are a whole person. We’re not just, you know, machine worker.” – Dr. Rozina

Our productivity is really determined by our both physical and mental health. And when we are in optimum mental and physical health, then we perform at our best, then we produce our best, and then we solve the problems in the best possible way.
– Dr. Rozina

The more confidence that we give in somebody, the more that they will give. That giving begets giving. And if we trust people, they will be more likely to be trustworthy

-Gretchen Moran

“Companies that invested in mental health for their employees and they found over like a ten year span of the study that those who invented that invested $1 in mental health for every dollar they get, a $4 return on decrease absenteeism, increased productivity, better communications between coworkers, decreased, you know, long term use of, you know, when someone has to leave because they’re ill, those sorts of things that it was great for everybody.

 -Gretchen Moran 

How about you? What was your biggest takeaway from this interview and is there a question you would like me to address in the next session? Let me know by submitting your feedback here: http://bit.ly/HHMForm

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By sharing, you will participate in the mission of spreading joy and happiness and living a full life.

Remember, improving mental health in the workplace is a collective effort that requires commitment from both employers and employees. By prioritizing communication, work-life balance, wellness programs, a positive work environment, and leading by example, you can help create a culture that supports mental well-being and boosts productivity.

So today, take time to reflect on what steps you would like to begin so you can help your team to perform at their best. 

Dedicated to your health and happiness, 

Dr. Rozina

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