Make Mental, Physical And Financial Wellness Part Of Work Culture

Forbes

06-08-2025

JC Abusaid is the CEO and President of Halbert Hargrove, a wealth advisory firm headquartered in Long Beach, California.
August marks National Wellness Month, making it the perfect opportunity to highlight something we take very seriously at my company: the wellbeing of our employees.
I view wellness as more than just physical health; it's about taking care of yourself in ways that are often overlooked—getting enough sleep, maintaining your mental health and getting enough exercise. When leaders foster a culture that encourages these habits, employees can be more present, productive and effective. In fact, 91% of workers whose employers provide access to mental health support report job satisfaction, compared to 76% without it. That kind of impact is why wellness can't be treated as an afterthought; it should be a core part of how you support your team.
Bringing Wellness To The Forefront
Wellness has always been an integral part of our firm's culture, but the pandemic shined a light on it. It helped normalize conversations about self-care and demonstrated the importance of a people-first culture. It also reshaped how society talks about work-life balance.
Earlier this year, I attended a conference and heard an industry colleague say that instead of work-life balance, we should think in terms of work-life harmony—the idea that personal and professional responsibilities don't need to compete, but can support each other. That perspective has stuck with me, and it's shaped how I view wellness, not just as an idea, but as something that creates real, lasting impact.
That's why we've built a year-long wellness program. Each month, it features a new theme that focuses on at least one of the three core areas of well-being: mental, physical and financial. From tracking water intake to practicing mindfulness, we encourage employees to adopt small, actionable habits that support a healthier routine. Participating employees log their daily activities in a spreadsheet and, to keep things fun, we reward monthly winners with a gift card. I actively participate in the program because I believe that when leaders show genuine enthusiasm, others will follow suit.
I know that with these challenges, not everyone will participate the same way, and that's OK. What matters most is creating a space for people to engage in ways that work for them, at their own pace. The key is meeting people where they are and consistently encouraging healthier, more balanced lifestyles.
In recent years, remote work has added new layers to the wellness conversation. While flexibility has its benefits, it can make burnout harder to spot. But challenges exist everywhere, so it's essential to check in regularly, have honest conversations and truly listen. With intention and consistency, wellness can be effectively integrated into any work environment.
Mental Wellness
I believe that mental health should be a part of the conversation from day one. I encourage leaders to build mental health benefits directly into their healthcare package. Encourage employees to prioritize their emotional well-being, whether that means taking time outdoors, practicing meditation or making space for activities outside of work.
It's also critical that leaders recognize that rest isn't a luxury—it's a necessity. We've implemented unlimited vacation days and 'skeleton days,' where employees are actively encouraged (and often required) to take time off. We also offer sabbaticals: After 10 years of service, employees are eligible for up to $2,500 in travel reimbursement for two consecutive weeks off. After 20 years, the increase is $5,000 for three weeks. These initiatives reinforce a structure for rest and renewal.
Physical Wellness
A public health report confirmed what many of us already knew: Healthy employees are more productive compared to those with less optimal habits. That's why it's important to support physical activity in big and small ways. Supporting physical wellness at work doesn't require unrealistic changes; small, consistent efforts can make a real impact.
It might look like offering ergonomic workstations, encouraging regular movement breaks or providing access to resources that promote healthy lifestyles. At our firm, we provide healthy snacks and have introduced the idea of inviting personal trainers and nutrition experts to speak with the team.
Physical wellness is also a key focus of our monthly wellness challenges, which often include goals related to step counts, hydration, heart health and general fitness. I've heard of other firms offering reimbursements for gym memberships or an on-staff masseuse. These are all excellent benefits that encourage physical well-being.
Financial Wellness
Financial stress is one of the most overlooked barriers to well-being, but it should be taken just as seriously. Interestingly, 59% of employees cite financial well-being as their top concern, despite only 22% of employers focusing on it. This gap highlights a major opportunity: Even at a wealth management firm like ours, not every employee is a financial expert. That's why we make education and support a priority.
One way we support financial wellness is by asking our team what topics they would like to learn about and then hosting sessions on those subjects. We also encourage our advisors to hold office hours for colleagues in areas where they have expertise. For example, I've offered one-on-one guidance around real estate planning, and our chief information officer provides educational sessions on investing and the markets. Leaders should encourage their employees to extend the same level of care to their team and co-workers as they would to their clients.
In closing, wellness isn't one-size-fits-all. It takes creativity, consistency and commitment to support each employee in the way they need. For leaders, the key is staying responsive to evolving needs and making well-being a crucial part of how the organization operates, because building a culture of trust and care happens through small, intentional actions over time.
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