Mental health has become a defining factor in workplace satisfaction since the pandemic—and a clear opportunity for credit unions to lead. With their people-first, community-driven culture, credit unions are uniquely positioned to make meaningful mental health support part of the employee experience.
According to the American Psychological Association, 81% of workers consider an employer’s mental health support when evaluating job opportunities, while 84% say their workplace contributes to at least one mental health challenge (U.S. Surgeon General). The question for credit unions is clear: How can we be part of the solution?
During a recent CU Benefits Alliance roundtable, credit union HR leaders joined Cigna Healthcare’s behavioral clinical strategist Peter Freeburg to discuss how organizations can better recognize mental health challenges and support employees in practical, meaningful ways. Their insights highlighted one truth above all: mental health at work starts with leadership.
Why Mental Health Can’t Be Ignored
Work doesn’t exist in a vacuum. Today, 60% of employees say their mental health affects their job performance, up 12% in just two years (Lyra Health). At the same time, disengagement behaviors like “quiet quitting” remain common.
“If people are doing the bare minimum, that disengagement spreads,” says Freeburg. “It’s contagious.”
While more employees are open to discussing mental health at work, nearly half of managers feel unprepared to support them. That gap matters—because managers have more influence than most realize.
Managers Are the Front Line of Mental Health
Nearly 70% of employees say their manager directly impacts their mental health, more than doctors or therapists (The Workforce Institute). Given the frequency of daily interactions, that influence makes sense.
Managers aren’t expected to be therapists—but they do need the confidence to recognize warning signs, start conversations, and connect employees with resources. Fear of overstepping or violating privacy often holds leaders back, yet simply asking how someone is doing is not a violation.
“It’s about education and empowerment,” says Cultivate’s Chary Krout. “When leaders prioritize well-being, employee engagement and business outcomes improve.”
Training, EAP education, and consistent one-on-one conversations help normalize mental health discussions and reduce stigma across the organization.
How Credit Union Leaders Can Take Action
Effective mental health support goes beyond one-off trainings or intranet posts. Strong programs embed well-being—mental, physical, and financial—into everyday operations through:
- Confident, well-trained managers
- Frequent check-ins and follow-ups
- Consistent communication across meetings, trainings, and town halls
- Employee involvement in wellness initiatives
iQ Credit Union is a strong example. Nearly seven years ago, it launched an employee-led wellness committee that meets monthly and offers multiple well-being activities—from social events to stress-reduction programs.
“Our focus has been creating opportunities for connection,” says iQ’s VP of HR, Shelan Stritzke. “Those shared experiences build resilience and trust.”
iQ also prioritizes mental health response training so managers and employees feel confident navigating conversations and accessing support when it’s needed.
Proactive Support Drives Engagement and Retention
Prioritizing mental health isn’t just good for employees—it’s smart business. Gallup research shows engaged employees are far more likely to say their job positively impacts their mental health, while disengaged employees report the opposite.
Yet only 32% of U.S. employees are engaged at work. Credit unions can reverse that trend by intentionally supporting well-being through benefits, culture, and leadership.
That includes designing benefit plans that truly support mental health—such as access to counseling, EAPs, and alternative care options like acupuncture or massage—while regularly gathering employee feedback to ensure programs meet real needs.
“Mental health support continues to be an area of focus and evolution for us,” says Stritzke. “Listening to employees is critical.”
The Credit Union Advantage
At their core, credit unions are relationship-driven organizations. That mindset creates a strong foundation for building workplaces where employees feel supported, engaged, and valued.
If your credit union is looking to strengthen its mental health strategy, CU Benefits Alliance can help. With decades of credit union–specific benefits experience, we help credit unions leverage their collective strength to lower costs while enhancing benefit quality—including mental health and wellness support.
Contact us anytime to learn how your credit union can lead on employee mental health.