Many of the professionals I coach work for organisations with generous wellness programmes. Few use them. Their concern is not the kind of support available, but whether what they share will remain confidential.
As the world observes World Mental Health Day on October 10, much of the conversation will focus on workplace wellness programmes as a solution to mental health risks.
While these interventions are good, they may not address the underlying root cause of the problem. The real threat to mental health is not lack of wellness programmes but a lack of trust.
Trust is built by leaders and boards. A culture of trust empowers employees to engage openly and healthily in the workplace. Employees are the face of the organisation, and their conduct reflects its brand and reputation.
The mental health of employees influences how they engage with stakeholders and, consequently, how the organisational culture is perceived.
As a certified Leadership and Growth Coach, I have observed some causes of mental health challenges that affect professionals in pursuit of career and personal growth. These include difficulties in personal relationships, financial pressures and health-related concerns.
Employees often avoid workplace wellness programmes due to concerns about confidentiality. They suffer in silence which later manifests as declining performance, wellbeing and disengagement.
According to Gallup’s State of the Global Workplace 2026, only 21 percent of Kenyan employees are engaged at work which was comparable to 19 percent in Sub-Saharan Africa and 20 percent globally.
Low employee engagement was estimated to cost organisations and economies approximately $10 trillion (Sh1,290 trillion) annually in lost productivity. The low engagement was attributable to weak trust in leadership, inadequate communication and lack of belief in the organisation’s direction. This undermines mental health and wellbeing interventions adopted by the organisation.
Similarly, a regulatory investigation into the Boeing 737 Max in 2024 revealed how a lack of trust in leadership discouraged employees from speaking up which led to a deteriorating safety culture. This increased scrutiny over the board and management and specific governance reforms which included increased employee involvement programs.
In contrast, Hilton’s 2026 research found that high trust and engagement drive stronger business performance, with engaged companies achieving 18 percent higher productivity and 23 percent greater profitability.
Trust, not wellness programmes, is the cornerstone of a healthy workplace culture and the key to addressing mental health risks. Leaders and boards should foster a culture of trust where employees feel supported, empowered to speak up and thrive.
Leaders and boards are responsible for setting the right culture within the organisation.
Improving employee trust requires deliberate actions such as use of an independent, external counselling provider, training managers to recognize distress and respond without judgement and adoption of a clear no-retaliation policy for those raising concerns.
Leaders and boards should also conduct surveys on levels of trust in leadership, employee engagement, and speak-up culture, and address emerging concerns in a timely manner.
It could be argued that managing mental and psychological wellbeing is ultimately a personal responsibility, and that employers have limited influence over personal challenges.
However, as Dr. Martin Oduor-Otieno highlights in his book, The Humanized Leader, organizations have a responsibility to lead with empathy and humanity.
Given that employees spend at least 40 hours each week at work, the workplace plays a significant role in shaping their experiences, wellbeing, and overall quality of life.