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Women manage a lot—careers, caregiving responsibilities, and the often invisible emotional labor that keeps so many things running. This often happens while enduring unspoken physical and mental health changes. Yet despite making up nearly half of the U.S. workforce—and the majority of the college-educated labor force—women are still under-supported at work. When their mental health needs go unmet, it doesn’t just affect women in the workplace—it affects teams, culture, and the bottom line.  Employers have the power to change that.

Hurdles for women in the workforce 

Many organizations are making progress to increase awareness, but challenges that uniquely affect women’s health and success too often go unaddressed. Problems women face in the workplace include:

Lack of support for rising stress

Almost half of women in the workplace say they’re concerned about their mental health, yet many don’t feel comfortable opening up about it at work. Without meaningful support from employers, stress and burnout can quickly intensify—taking a toll on both well-being and performance.

Bias and barriers 

Whether it’s being talked over in meetings, having their expertise questioned, or not receiving due credit for their contributions, women—especially black women in the workplace—deal with bias. Nearly half of women report experience of discrimination in the workplace, which can lead to stress, anxiety, and even PTSD over time.

Workplace harassment 

While speaking up about harassment has become more normalized, many workplace cultures still make it difficult for women in the workplace to report misconduct without fear of retaliation or being dismissed. Transgender women, in particular, are also more likely to experience unique safety concerns. These can leave them in unsafe or hostile work environments, affecting their well-being and job satisfaction.

A persistent pay gap

Women still earn less than men for the same work and are less likely to get promoted. Without strong advocates or fair policies, talented women can end up stuck, overlooked, and underpaid.

Financial stress and job instability

Women are disproportionately affected by financial stress, job insecurity, and cuts to social programs. This adds another layer of anxiety that can impact both work performance and mental well-being. Lyra’s latest State of Workforce Mental Health found women are more likely than men to report being “in crisis” or “struggling,” while men were more likely to describe themselves as “thriving” or “excelling.”

Rigid policies 

Organizations that lack flexibility tend to hit women in the workforce hardest, especially those with caregiving responsibilities. Since women are more likely to be primary caregivers, rigid schedules can force difficult career decisions. 

Biology is a misunderstood reality

Women are at higher risk for conditions like anxiety, depression, PTSD, osteoporosis, and autoimmune diseases. There’s also consistent evidence suggesting that physical and mental health risks are greater among trans individuals due to ongoing systemic and interpersonal harassment and discrimination. Yet these health concerns are often overlooked at work. In addition, important experiences related to women’s health—such as menstruation, fertility challenges, menopause, and gender-affirming medical care—remain stigmatized, leaving many without the understanding or support they need.

6 tips: empowering women in the workplace

Supporting women’s mental health is essential for retention, engagement, and overall workforce well-being. Here are a few ways organizations can create real change:

#1 Champion inclusion and equity

Creating a workplace where women feel valued takes more than good intentions—it takes action. Provide training that addresses bias, gender norms, and microaggressions. Recognize that women’s experiences aren’t one-size-fits-all—factors like race, sexual orientation, and parental status all intersect with each other and shape the unique experiences of women at work. 

Organizations with female leadership in the workplace don’t just check a diversity box—they perform better. In fact, executive teams with more gender diversity are 25% more likely to beat the competition on profitability. Still, at the current pace, white women won’t reach leadership parity for another 22 years. Women of color will wait twice as long. We can—and must—close the gap faster.

#2 Invest in mentorship and peer support

Mentorship for women in the workplace fuels retention and engagement by helping them grow their careers. Employee resource groups (ERGs) offer critical peer support, especially for navigating male-dominated spaces or career transitions.

#3 Make flexibility the standard

Flexible work—like remote options, adjustable hours, and paid family leave—helps women manage their responsibilities without putting their careers on pause. Flexibility boosts retention, engagement, and job satisfaction for most employee subsets. Women in the workforce who lack flexibility are among the most likely to change jobs.

#4 Ensure pay and promotion equity

Regular pay audits and adjustments build trust and reduce turnover. Leadership training, sponsorship programs, and clear pathways for career advancement ensure women in the workplace aren’t overlooked when it’s time to promote.

#5 Support women’s health at every stage

Many women in the workplace face health concerns—like menopause, postpartum recovery, chronic illness, or the need for preventive screenings—without meaningful workplace support. For example, 45% of employees say menopause support would be helpful, but only 24% have it. Similarly, 39% need postpartum care, but only 30% of companies offer it. Offering comprehensive medical benefits to support the physical health needs of all women (including the unique health care needs of transgender women) is a helpful and tangible way to champion both physical and mental health. 

#6 Rethink mental health benefits 

Traditional mental health benefits often fall short for women. A better approach includes:

Build a workplace where women thrive

The hurdles women face at work are real, but so is our ability to change them. When we lead with empathy and equity, we create healthier, more inclusive workplaces for everyone.

Life is full of changes—some exciting, some difficult, all impactful. From new babies to big moves, life transitions follow us into the office (or Zoom call). With the right support, you can help your team navigate these shifts with more ease, less stress, and a stronger sense of balance.

What are life transitions?

Life transitions can deeply affect your employees’ mental health and their ability to focus at work. While each experience is unique, what they have in common is that they take up time, energy, and emotional capacity. With the right support, employees can better navigate these life transitions while staying connected to their work and well-being.

Returning to work after time away

Coming back after parental leave, a medical leave, or the loss of a loved one isn’t easy. Employees may need time and support to rebuild routines, adjust emotionally, and re-engage at work.

Financial stress

Whether it’s a shift in household income, unexpected expenses, or major milestones like buying a home, money worries can cause stress that spills into the workday, leading to burnout and lower job satisfaction.

Taking on a new role

Even a positive step like a promotion can bring pressure. The learning curve, increased visibility, or new leadership expectations can lead to more stress or self-doubt.

Moving or relocating

A change in living situation, especially when paired with a new job or family shift, can be disorienting and stressful. Employees may feel unsettled or distracted as they adjust.

Family changes

Major life transitions like getting married or starting a family, while joyful, can also introduce new stressors. 

Caring for a loved one

When employees are supporting a sick or aging family member, they may feel pulled in many directions. The toll of caregiver stress can impact their focus, energy, and availability.

Navigating a health challenge

A personal diagnosis or health scare can be overwhelming. Employees may struggle to balance treatment, recovery, and their work responsibilities.

Experiencing a loss

Grief is a deeply personal process. After a loss, employees may feel emotionally drained, distracted, or disconnected for a while—sometimes long after returning to work.

Supporting employees through life transitions

The support employees get at work during life transitions can make a meaningful difference. By creating an environment that’s flexible and compassionate, you can help ease the strain of change and empower employees to show up as their best selves—both at work and at home. Here are some impactful ways to support employees through life transitions: 

#1 Manager training

Managers play a key role in helping employees stay engaged through life transitions. With the right training, they can spot signs of stress early and step in with the right kind of support—whether it’s a thoughtful check-in, a temporary shift in priorities, or connecting someone with helpful resources. When managers respond with empathy and flexibility, employees are more likely to stay focused, resilient, and connected to their work—even during challenging times.

#2 Life transitions policies

Clear leave policies take the guesswork out of major life transitions. When employees know what to expect—whether it’s parental leave or time off for medical care—they can plan ahead and focus on what matters most, without added stress.

#3 Open communication

Foster a culture where employees feel safe speaking up. Encourage managers to regularly check in—not just about work, but how their team members are doing overall. When leaders create space for open, supportive conversations and respond with empathy, employees are more likely to ask for help before they reach a breaking point.

#4 Flexible work 

Remote work, adjustable hours, and other flexible options help employees navigate life transitions. Whether recovering from a health challenge or stepping into a caregiving role, the ability to adjust schedules allows employees to work when they’re most productive. 

#5 Peer support 

Peer support groups and employee resource groups (ERGs) can be invaluable resources during life transitions. For example, a caregiving ERG can offer connection and guidance for employees balancing work with caring for a loved one, while a women’s ERG might provide community and support during milestones like returning from parental leave. These groups create space for employees to share experiences, reduce isolation, and feel understood.

#6 Work-life balance

Promoting work-life balance helps prevent burnout, especially during life transitions. Encouraging employees to take time for self-care and reinforcing boundaries—like unplugging after hours—helps them recharge and manage change.

#7 Mental health support

High-quality mental health benefits help employees navigate challenges before they escalate. To be truly effective, they should include evidence-based therapy, personalized care plans, coaching, digital tools, and preventive resources that support a wide range of needs. Just as important, these benefits should be able to demonstrate that people are actually getting better, with measurable outcomes that show real improvement over time. When mental health care is effective, timely, and easy to access, it helps employees stay resilient, engaged, and productive.

Ways to cope with life transitions

Employers can make a big impact during life transitions, but there are also meaningful steps employees can take to support their own well-being. Change can feel disorienting, but simple, intentional actions can help restore a sense of balance and control. Here are a few helpful reminders for navigating times of transition:

Turn life transitions into opportunities for support

Life transitions can be tough, but the right support—at home and at work—can make all the difference. By providing mental health resources, flexibility, and a culture of understanding, you can help your workforce navigate change with confidence and resilience.

One of Lyra’s core values is “Show Your Cards,” which means we infuse transparency into everything we do, starting from the moment someone considers applying for a job with us. We recognize that there’s been an explosion of telehealth opportunities in recent years for therapists. It’s hard to know how to navigate all the companies in this space and whether you can trust the tech sector to understand the complexities of delivering mental health treatment in a way that is ethical, culturally responsive, and effective for all seeking help. Lyra proudly has clinical leadership and expertise at every level, responsibly innovating how we deliver mental health care. 

We know that providing high-quality mental health treatment is impossible without significant, intentional, and ongoing investments in our therapists. The first is the choice we made years ago to offer full-time employment positions with benefits. Licensed mental health professionals should not be treated like they are gig economy workers. A more recent opportunity was developed based on our providers’ feedback. Harnessing another core value, “Listen Harder,” we introduced a part-time employment role to satisfy the need for some of our employed Lyra providers to work fewer hours while enjoying the stability and support of an employed position. You deserve a workplace that listens to you and is committed to your well-being, sustainability, and ongoing professional development. We want to set you up for success from the start by living our values and demystifying our therapist interview process. From beginning to end, here’s what you can expect from us.

Stage 1: Intro to Lyra

Your first point of contact will be with a dedicated recruiter who is your touchpoint throughout the process, available to answer the crucial questions we know you have about everything from company culture and what to expect in the role, to the details on compensation and benefits. For a lot of us in the mental health field, interacting with a recruiter might be brand new. Click here for a helpful breakdown of the key differences between a recruiter and a hiring manager. 

Your recruiter will set up a virtual meeting with you to learn more about your clinical background and experience as well as what you’re looking for next in your career. This is an opportunity to discuss what matters most to you and how our program could align with those professional goals. Here are some highlights for what you can expect:  

Joining us at Lyra means becoming a member of our robust learning community of fellow clinicians who are all dedicated to ongoing growth. In addition to dedicated 1:1 time with your clinical manager, expect to take part in free top-notch training events delivered by experts in the field, and attend specialty group consultations. 

Stage 2: Clinical interview

Moving forward, your recruiter will schedule a remote video clinical interview with one of our clinical hiring managers. We take a standardized approach to our interview process, using structured questions and clinical demonstrations that are designed to better assess your approach to therapy and your fit with our program. This is your opportunity to demonstrate not only your clinical skills and therapeutic orientation but also how your passion, values, and past experience align with our mission. We only hire providers who are dedicated to using evidence-based practices in a culturally responsive manner and have independently managed a full individual psychotherapy caseload.        

As your potential manager, we invite you to ask us the tough questions. Think ahead about what matters most to you in selecting your next role. What’s been missing from your past workplaces? What do you need to thrive and show up as your best self in the midst of the challenging work we do with clients? What type of support or community do you need to have in place, especially in a remote work environment? What information do you need to decide if our program is the right fit for you? From the logistical details to day-to-day policies to workplace culture and beyond, ask away!

Stage 3: Offer discussion

Congratulations! If you’ve reached this stage, that means you’ve passed our extensive clinical vetting process with the clinical hiring manager and we’d love to extend you an offer to join our team. Your recruiter will meet with you again to check in about your experience throughout our interview process, discuss compensation and benefits, and answer any additional questions you might have about our program, the role, and the employment offer. This will also include a discussion about potential start dates. We’ve built out a comprehensive onboarding experience so you’ll be equipped with the foundational knowledge and tools you need to be successful in this role. 

We recognize your time is valuable. We’ve worked hard to streamline our recruitment process as much as possible—no endless rounds of interviews to make a decision and no leaving anyone hanging about where they stand.    

Thank you for taking the time to consider if Lyra is the right next step for you in your career.

Caregiving is frequently a labor of love. However, caregiver burnout is very common. Caregiving often comes with immense responsibility and little recognition. If you’re feeling overwhelmed, know that you’re not alone. With a few simple strategies, you can manage stress, prevent caregiver fatigue from taking over, and continue caring for your loved one without losing yourself in the process.

Who is a caregiver?

Caregivers are anyone who supports someone who can’t fully care for themselves—whether that’s a child, parent, partner, friend, or neighbor. Some are paid professionals like nurses or aides, while others are unpaid family, friends, or volunteers. Some people don’t even realize they’re caregivers because they see it as simply “being there” for someone they love. But the care you provide is essential—and so is taking care of yourself. 

What is caregiver burnout?

Caregiver stress happens when demands of a situation exceed your ability to cope. Caregiver burnout can set in when that imbalance becomes the norm. It’s more than feeling tired—it’s running on empty, feeling overwhelmed by even the smallest tasks, and losing the sense of purpose that once made caregiving meaningful. 

Causes of caregiver burnout

Caregiver burnout doesn’t happen overnight—it builds over time, layer by layer. Here are some common contributors:

Caregiver burnout symptoms

Caregiver burnout doesn’t come with a flashing warning sign, but your body and mind will send signals when it’s time to pause. If you notice these red flags, it might be time to reassess and seek support:

Tips to manage caregiver burnout

While caregiver burnout is serious, it’s not inevitable. Here’s how to care for yourself while caring for others:

#1 Reach out for support

You don’t have to do this alone. Asking for help isn’t a sign of failure—it’s a sign of being human. Whether it’s professional respite care, a family member stepping in, or a friend running an errand for you, accepting help can ease the strain of caregiver burnout. People often want to help but don’t know how—so tell them. Even small things, like a neighbor watching your loved one for an hour, can make a difference.

#2 Prioritize your health

Caregivers often neglect their own health until a problem arises. Don’t wait. Small daily acts of self-care—stretching, deep breathing, taking a short walk—can help recharge you. Eat nourishing meals instead of grabbing quick snacks. And don’t skip your own doctor’s appointments. Your health matters, too.

#3 Say “no”

You can’t pour from an empty cup. If you’re stretched too thin, it’s even more difficult to provide the care your loved one needs. Setting boundaries is essential. Whether it’s ensuring you get enough rest, carving out personal time, or delegating tasks, protecting your well-being makes you stronger in the long run. And it’s essential to stave off caregiver burnout.

#4 Find healthy ways to manage stress

Caregiver stress can build up over time, but there are ways to manage it. A few deep breaths, a quick meditation, or journaling can help clear your mind. Find moments of joy—a short walk, music, hobby, or even just sitting in the sun for a few minutes can make a difference. 

#5 Stay connected

Loneliness makes caregiver fatigue worse. Even a quick phone call or coffee with a friend can lift your spirits. If finances are tight, consider asking a neighbor or friend to relax at your home for an hour while your loved one rests, giving you a chance to step out for a break. If you’re feeling isolated, joining a caregiver support group can connect you with others who truly understand what you’re going through.

#6 Take care of your mental health

Your mental well-being is just as important as your physical health. Therapy can provide valuable coping strategies and a safe space to process your emotions. You don’t have to wait until you’re at your breaking point—seeking help early can prevent early signs of stress from spiraling into caregiver burnout.

You’re not alone

Caregiving is tough, but you don’t have to go through it alone.

The care you provide is invaluable, but so is your well-being. With the right support and strategies, you can navigate this journey with resilience, strength, and the care you deserve.

If you’re unsure how to approach neurodiversity in the workplace, you’re not alone. According to Lyra Health’s 2025 Workforce Mental Health Trends Forecast, most benefits leaders recognize the importance of supporting neurodiversity at work but don’t know where to start. By making small changes, you can create an environment where everyone is set up for success.

What is neurodiversity?

Neurodiversity describes how brains naturally work in unique ways. “Neurotypical” refers to people whose thinking patterns are more common. “Neurodivergent” describes brains that work differently, sometimes linked to conditions like attention-deficit/hyperactivity disorder (ADHD), dyslexia, and autism spectrum disorder (ASD). The term “neurodiversity” celebrates and appreciates the many different ways people think, learn, and experience the world.

What is neurodiversity in the workplace? 

People with neurodivergent traits often shine in areas like problem-solving, spotting patterns, thinking outside the box, and uncovering innovative solutions. They might also deal with things like sensory sensitivities, emotional overwhelm, reading social cues, or challenges with tasks like planning and staying organized. Without the right support, employees with neurodivergent conditions can be less effective and face extra stress, anxiety, or depression due to misunderstandings, workplace bias, or rigid workplace structures.

Supporting neurodiversity in the workplace

As more people speak up about their needs, it’s clear that companies can’t afford to overlook neurodiversity at work. Supporting it isn’t just the right thing to do—it’s key to attracting and keeping talent and fostering a culture of innovation and long-term success.

Neurodivergence looks different for everyone, so there’s no one-size-fits-all approach, but here are some general, yet effective strategies to support neurodiversity in the workplace:

#1 Provide structure and consistency

Take the guesswork out of the workplace by setting clear expectations around performance, communication, and daily routines. Keep workflows and structure consistent, provide step-by-step instructions, and use project management tools to help everyone stay on track.   

#2 Make work “work” for everyone 

A few small adjustments can greatly improve comfort and productivity. Consider flexible work like remote or hybrid options, and offer accommodations such as quiet areas, noise-canceling headphones, adjustable lighting, movement breaks, and alternative seating to support efficient neurodiversity in the workplace.

#3 Customize communication 

Talking openly about learning and communication preferences helps build stronger teams. Providing instructions in multiple formats—whether written, verbal, or recorded—ensures clarity for everyone. Be patient when communicating. Ask employees if they understand your directions and goals, and be open to explaining ideas and instructions in different ways. Likewise, offering meeting options, such as sharing agendas in advance, allowing written input, or giving employees the option to keep cameras off during virtual calls, fosters a more supportive and efficient environment. And just as patience is key when managing neurodiverse employees, managers should also give themselves grace as they learn and adapt to different communication styles.

#4 Build confidence with coaching and mentoring

Mentorship, coaching, and employee resource groups (ERGs) give employees a place to ask questions, build confidence, and grow their careers. Whether it’s navigating workplace challenges or learning how to advocate for themselves, these resources help employees make the most of their strengths. 

#5 Make “inclusion” more than a buzzword

Create a more successful workplace by fostering a welcoming culture that includes training on neurodiversity in the workplace and bias awareness. It’s also important to use language that celebrates different experiences and weave neurodiversity into DEI programs, leadership initiatives, and ERGs. Beyond training, inclusive practices should extend to performance reviews by focusing on each person’s unique strengths and work style.

#6 Make your mental health benefit work for everyone

Employees with neurodivergent conditions may face added stress or anxiety at work. To ensure they have access to the right support, offer benefits that include:

Support neurodiversity, strengthen your workplace

Creating a truly inclusive workplace isn’t just about accommodations—it’s about building a culture where every employee feels valued, understood, and supported. That starts with listening, learning, and taking action to help all workers reach their full potential.

Parenting a child with ADHD comes with unique challenges. If you’ve ever thought, “Why won’t they just listen?” or “Am I doing something wrong?”—you’re not alone. It’s natural to feel frustrated, overwhelmed, or like you’re constantly in survival mode. But with the right strategies, you can help them thrive while strengthening your bond.

ADHD symptoms in kids

Attention-deficit/hyperactivity disorder (ADHD) is a neurodevelopmental condition that affects a child’s ability to focus, regulate emotions, and meet expectations. ADHD symptoms in kids typically fall into three categories: inattention, hyperactivity/impulsivity, or a combination of both.

Children with inattentive ADHD often get lost in their thoughts or distracted by happenings around them. They may struggle to follow instructions, frequently lose things, make careless mistakes, or have trouble staying focused. Those with hyperactive or impulsive symptoms seem to have an internal motor that never stops running. They may fidget constantly, interrupt others, act without thinking, or have difficulty waiting their turn. While some kids may experience more inattentive or more hyperactive/impulsive symptoms of ADHD, many kids experience a combination of symptoms from both of these categories.

Challenges of parenting a child with ADHD

All parents have good days and tough ones, but parenting a child with ADHD comes with a unique mix of joys and challenges. These kids are often creative, energetic, and full of curiosity, but struggle with impulse control, emotion regulation, and focus that can make everyday tasks more difficult. Setting boundaries may feel like an ongoing battle, as interruptions, forgetfulness, and difficulty following instructions can turn simple routines—like getting out the door or completing homework—into sources of frustration.

Organization and time management challenges can lead to lost schoolwork, messy rooms, and last-minute stress. Even seemingly small requests, like turning off a device, can escalate into drawn-out negotiations. Emotional intensity also plays a role—disappointment, criticism, and rejection can feel overwhelming, making tough conversations harder. The constant need for patience, redirection, and advocacy can leave parents feeling exhausted or second-guessing their approach. But while ADHD symptoms in kids can create hurdles, understanding them is the first step in finding strategies that work for both you and your child.

How to help a child with ADHD

Every child is different, and there’s no one-size-fits-all ADHD treatment for kids, but a few strategies can make a big difference. Here are practical tips for how to parent a child with ADHD and foster their resilience: 

#1 Use the ABCs of behavior to understand why your child’s behaviors make sense

A proven way to understand and manage ADHD-related behaviors is to learn more about the function of those behaviors. One way to do this is through noticing and noting the ABC’s—antecedents, behaviors, and consequences. This framework helps you recognize what leads to a behavior, how it unfolds, and what reinforces it.

By focusing on patterns rather than reacting in the moment, you can learn more about what may be the reason behind the behavior and new ways to respond to help your child develop better coping skills over time. For example, if your child always argues more when they have to start reading homework, it may tell you that this type of assignment is more difficult for them. Arguing with them may delay starting the assignment or even lead to them not starting at all. Responding calmly, describing what you see—“I wonder if you’re upset because reading feels hard,”—and supporting them in how to start by creating more structure around the task can make all the difference for you and them.

#2 Create structure with clear and consistent routines

Children with ADHD thrive on predictability. Clear expectations and structured routines help reduce stress and make daily transitions smoother.

#3 Encourage positive behavior

Rather than focusing on what’s going wrong, celebrate small wins and encourage effort. ADHD symptoms in kids can make motivation and impulse control difficult, but positive reinforcement helps children build confidence and self-regulation.

#4 Provide clear communication and emotional support

The way you respond to your child’s emotions teaches them how to handle frustration and challenges. ADHD often comes with strong emotions, so creating a safe space can help them develop emotion regulation skills.

#5 Take care of yourself, too

Parenting a child with ADHD can be exhausting, and your own well-being matters. The more supported you feel, the more present and patient you can be. 

You’re not alone—support is available

Learning how to parent a child with ADHD can feel overwhelming at times, but you’re doing your best, and that matters. Support from parent-focused coaching, therapy, or ADHD specialists can help you find strategies that work for your family, so you and your child can move forward with connection and confidence.

How 90% of members improve with Lyra Care

The odds of improving in typical therapy can be worse than a coin flip—only 40%. 

That’s a 40% chance of overcoming an all-consuming depression or crippling anxiety.

At Lyra, we refuse to leave mental health to chance. Everyone deserves life-changing care.

So we built something better. We built the kind of care we’d trust for the people we love.

We call this model Lyra Care. With Lyra Care, 90% of members improve or recover.

These exceptional results set a new bar for quality, making Lyra Care the most significant breakthrough in employee mental health.

For the last seven years, we’ve honed Lyra Care through rigorous scientific validation, publishing numerous studies. Now, with new peer-reviewed research, the evidence is stronger than ever: Lyra Care delivers unmatched improvement.

What sets Lyra Care apart?

Lyra solves a long-standing problem in mental health: access. We give your employees same-day access to top providers practicing evidence-based, gold-standard care. But Lyra Care truly stands alone by tackling a deeper flaw: low-quality care. It does this by going beyond typical therapy, creating positive change when and where it matters most.

Beyond therapy: the power of Guided Practice Sessions

Typical therapy relies on weekly 50-minute sessions. While these sessions can be powerful, most of life’s challenges—arguments at home, deadlines at work, sleepless nights—happen between sessions. This is where people need the most support, yet it’s exactly where typical therapy falls short.

Lyra Care doesn’t stop where typical therapy does because Lyra Care is not typical therapy. Instead of ending in the therapist’s office, Lyra Care extends treatment into everyday life with a game-changing addition: Guided Practice Sessions.

Just like learning a new language or instrument, mental health improvement requires consistent practice outside of lessons. Guided Practice Sessions embody this approach by bolstering live therapy with between-session activities. Using clinically validated tools such as educational videos, interactive exercises, and messaging, employees practice new skills and stay engaged in their care throughout the week. Exercises are specifically chosen by the therapist to support each employee’s needs and reinforce what was discussed in therapy.

Therapy becomes an immersive, ongoing experience, reinforcing new skills exactly when and where they’re needed: at work, at home, and in daily interactions. The result is stronger, longer-lasting results, and thriving employees.

The proven impact of Guided Practice Sessions

A groundbreaking 2024 study of 33,000 clients found that members’ engagement with Lyra Care’s Guided Practice Sessions uniquely contributed to improvements in anxiety and depression, above and beyond the impact of live sessions alone.

Sustained engagement is key to these results. By combining expert provider guidance with high-quality, research-backed content, 96% of Lyra Care members engage in digital content when in care.

Guided Practice Sessions bring therapy to life with engaging videos and interactive exercises that immerse employees in relatable stories. These lessons simplify complex mental health concepts and model the use of key therapy skills in real-life scenarios.

Our interactive content is enhanced by personalization, expert feedback, and real-time support—elements missing from self-serve apps and other mental health benefits. Lyra Care providers monitor progress in real time, offering feedback throughout the week that strengthens the effectiveness of therapy. Research shows that provider feedback can boost clinical progress for up to two weeks—an impact that’s only possible with the Lyra Care model.

Strengthening the employee-provider bond

Guided Practice Sessions do more than improve symptoms, however; they create a new space to deepen trust and connection not found in typical therapy.

This trusting, collaborative relationship between client and provider, known as the therapeutic alliance, is at the heart of effective therapy and is correlated with better outcomes.

New research shows that Lyra Care’s continuously engaging approach creates exceptionally high therapeutic alliances, which are known to fuel faster, more sustained improvement in anxiety and depression.

Controlling costs with long-term results

One of the biggest but least visible risks in mental health benefits is ineffective care. In typical therapy, employees may attend session after session without meaningful progress, driving up costs for employers without delivering results.

Lyra takes a different approach. Our care model is designed with a clear goal: to help employees develop lasting skills so they can navigate life independently. New research confirms just how effective this approach is.

Our study published in Internet Interventions found that 81%+ of members experienced significant clinical improvements for up to a year after completing Lyra Care Therapy, even without additional sessions.

This lasting impact sets Lyra apart. No other solution has the data to measure lasting outcomes, let alone demonstrate them.

Effective care for even the most complex cases

While challenges like anxiety and depression are prevalent, severe conditions drive the highest health care costs. The 6% of individuals with complex mental health needs drive a staggering 44% of an employer’s total medical costs. Despite this fact, most mental health benefits don’t focus on treating this group in-house in a specialized and effective way.

Only Lyra delivers results across the full spectrum of mental health conditions.

A landmark study published in Nature: Scientific Reports found that 83% of members with PTSD symptoms experienced significant improvement with Lyra Care—an exceptionally strong result.

Unlike other mental health benefits that outsource severe cases, Lyra provides integrated, in-house care, reducing dropout rates and ensuring consistent, effective support for your entire workforce.

The care you need to be care-free

As an HR leader, you see it all. You witness both the triumphs and struggles—the promotions and achievements and the personal hardships that affect performance and well-being.

You don’t have to navigate these challenges alone. Lyra is your partner for your employees’ mental health.

Lyra Care ensures that every employee gets the care they deserve. This isn’t just about reducing symptoms. It’s about empowering employees to be fully present for the moments that matter most, at work and at home. That’s what true well-being looks like.

And that’s what Lyra Care delivers.

Take the next step

Join the HR leaders redefining workplace mental health. Book a demo today and see how Lyra can transform your workforce.

Every employer wants peak job performance from their team—but that’s not always easy. Burnout, personal challenges, and everyday stress can make it harder for employees to stay engaged and productive. By implementing a few key strategies, employers can create a workplace that supports employees and empowers them to do their best work. 

What is job performance?

Job performance is how well an employee does their job and helps the company succeed. Two key forms of job performance include task performance and contextual performance.

Task performance is the nuts and bolts of the job—hitting sales targets, meeting deadlines, or following safety protocols. It’s the measurable side of work, the details you can track on a performance review.

Contextual performance, on the other hand, is the glue that holds a team together. It’s going the extra mile, staying adaptable, and contributing to a positive work environment. While task performance keeps the wheels turning, contextual performance makes the ride smoother for everyone. 

Ways to improve job performance

Employees perform at their best when given the tools, support, and encouragement to succeed. Here are some practical tips on how to improve job performance and create a high-performing team:

#1 Give consistent feedback

Employees shouldn’t have to wait for formal reviews to know how they’re doing. Regular, actionable feedback—both praise and constructive guidance—helps them stay on track.

#2 Create a positive work environment

A positive work environment boosts both commitment and motivation. Psychological safety, open communication, and a supportive team culture all increase job performance. Managing workloads is just as important—preventing burnout keeps energy and performance high.

#3 Set measurable job performance goals

Work with employees to set achievable goals using frameworks like SMART (specific, measurable, achievable, relevant, and time-bound). Clear expectations lead to better focus and motivation.

#4 Encourage work-life balance

Research finds that better work-life balance boosts employee satisfaction and job performance. Encourage employees to set boundaries, take breaks, and use their paid time off.

#5 Encourage autonomy

Give employees ownership over their work. When they have the freedom to make decisions and solve problems, they’re more engaged.

#6 Recognize and reward progress

Celebrate wins—big or small. Praise, bonuses, and incentives show employees their efforts matter and encourage ongoing improvement.

#7 Provide the right tools and resources

Outdated systems, inefficient processes, or lack of support can drag down performance. Make sure employees have what they need to work effectively.

#8 Invest in continual learning

Research ties training to better job satisfaction, which improves job performance. Offer training programs, mentorship, and skill-building that align with employees’ roles and career goals. 

#9 Lead by example

Leaders who demonstrate accountability, adaptability, and a strong work ethic set the tone for the rest of the team. In fact, research shows that strong leadership and social support are some of the best ways to improve job performance.

#10 Provide mental health support

Mental and physical health impact work performance. Offer mental health benefits like therapy, coaching, medication management, and family support to help employees thrive. When employees feel their best, they’re more likely to deliver their best work—and stick around for the long haul.

Set your employees up for success

Great job performance doesn’t happen in a vacuum—it thrives in a workplace that supports and empowers employees. With the right tools, culture, and care, you can help your team do their best work and feel good doing it.

Work is more than just a paycheck—it’s a major part of life. The average employee clocks around 90,000 work hours over a lifetime, and whether those hours contribute to well-being and retention or burnout and turnover depends largely on job design. 

In Lyra Health’s 2025 State of Workforce Mental Health Report, about one-third of U.S. employees cited work-related stress and burnout as top mental health concerns, driven largely by excessive workloads (44%), inadequate staffing (41%), and lack of recognition (33%). Tackling these issues through strategic job design drives workplace success and productivity.

What is job design?

Job design (or work design) is how tasks, responsibilities, and workflows are structured. It includes factors like autonomy, workload, role clarity, and interpersonal dynamics around feedback. Effective job design ensures that work is engaging, meaningful, and supports performance as well as well-being.

Why is job design important? 

The U.S. Surgeon General and the World Health Organization recognize the significant impact work has on mental health and have urged employers to intervene through strategies like effective work design. Thoughtful job design:

Reduces burnout and absenteeism – Balanced workloads prevent exhaustion and promote sustainable productivity.

Enhances engagement – Strategic job design ensures employees see their impact, keeping them motivated and engaged.

Fuels performance and innovation – Clear roles and autonomy leave room for creativity and problem-solving.

Increases retention – Employees are more likely to stay when work is designed to be enriching.

Minimizes stress and role confusion – Defined expectations help employees focus on work instead of navigating ambiguity.

Designing work for success 

Well-designed work supports mental well-being, and a proactive approach can reduce workplace stressors like heavy workloads, limited autonomy, and unclear expectations. By addressing these factors at both the organizational and job-specific levels, employers can create an environment of well-being and peak performance.

#1 Assess and address psychosocial risks

Before making meaningful changes to job design, it’s important to understand the root causes of workplace stress. Psychosocial risk management is a proactive process that identifies and addresses factors impacting mental well-being. Psychosocial risk management follows a structured approach:

#2 Implement organizational-level interventions

Addressing workplace stress at the organizational level is just as important as individual mental health support. System-wide changes create a healthier, more supportive work environment that benefits everyone.

#3 Implement job-specific interventions

The way work is structured at the individual level also plays a key role in employee well-being and performance. Employers can optimize job design with these adjustments:

#4 Offer mental health benefits that drive real results

Job design is a critical piece of workplace well-being, but it’s not enough on its own. Organizations also need comprehensive mental health benefits that provide evidence-based care, leadership training, and flexible support options like medication management, coaching, and family support. When employees get the care they need, the results are clear—higher engagement, better performance, and stronger retention.

Fix the work, not the worker

Supporting employee well-being isn’t just about offering resources—it’s about fixing work itself. The next evolution in workforce mental health focuses on designing work that fosters engagement, autonomy, and clarity. When work is designed to support employees, they feel and perform their best—driving both individual and organizational success.

As more organizations implement return-to-office policies, leaders are navigating how to balance business priorities with employee well-being. While some employees welcome in-person collaboration, others find the shift challenging. With 73% of companies planning to require at least three days a week of in-office work, organizations are evaluating how to support employees through this transition. A thoughtful approach that prioritizes mental health can make the return-to-office transition smoother, more sustainable, and beneficial for everyone.

The impact of return to office

A well-planned return-to-office strategy can help organizations meet business goals while also supporting employees’ evolving needs. While in-person work fosters collaboration and culture, a successful transition requires thoughtful consideration of how it impacts productivity, engagement, and well-being.

Opportunities: enhancing collaboration and culture 

When thoughtfully implemented, return-to-office strategies can provide valuable benefits for both employees and organizations:

Challenges: addressing employee needs for a smooth transition 

Despite these advantages, organizations must be mindful of the challenges return-to-office mandates can create: 

How to prep for return to office

Supporting employees in their return to the office requires thoughtful planning and clear communication. A strategy that is clear, intentional, and adaptable can help businesses foster engagement, maintain productivity, and create a workplace where employees feel valued—whether they are in the office a few days a week or full-time. Here are a few tips on how to prep for return to office: 

#1 Set the right tone 

A return to office is a major transition, and employees will experience it in different ways. Acknowledge real challenges—like commuting, adjusting childcare, and settling back into new routines—without sugarcoating the difficulty. Approach concerns with curiosity and empathy, reinforcing shared goals rather than focusing on frustrations. 

To make in-office time feel worthwhile, create opportunities for mentorship, career growth, and meaningful connection. Consider pairing RTO with social events, catered meals, professional development opportunities, or team-building challenges. Express appreciation for employees’ hard work and recognize that change isn’t easy. Even small gestures can make a lasting impact on workplace culture.

#2 Communicate early and often

Uncertainty breeds anxiety. Keep employees informed with regular updates across multiple channels—emails, meetings, online messaging, and one-on-one conversations. Clearly outline the reasons for the return to office, logistics, timing, and expectations (i.e., in-office schedules, hybrid work policies, team structure adjustments). 

Encourage open dialogue through pulse surveys and check-ins to gauge how employees are feeling. The more transparent and responsive leadership is, the more employees will feel heard and supported.

#3 Remove practical barriers

For many employees, the biggest obstacles of RTO aren’t about the office itself but the logistics of getting there. Parents and caregivers may struggle with childcare adjustments, and long commutes can add stress. Ease these concerns around return to office by offering:

#4 Offer flexibility 

A rigid return-to-office approach can create unnecessary resistance. Instead, consider:

#5 Invest in employee mental health

Workplace transitions like return to office can heighten stress and burnout, making high-quality, easily accessible mental health support essential. In addition to support like stress management tools, therapy, and mental health coaching, use assessments like Lyra’s Organizational Health Evaluation to monitor workplace well-being and address concerns proactively. Managers should also be trained to recognize signs of distress and guide employees to appropriate resources.  

#6 Take care of yourself

RTO is an adjustment for everyone. As a leader, you’re likely managing your own stress while supporting your team. Before meetings or tough conversations, check in with yourself. If tensions are high, consider rescheduling or adjusting the discussion’s scope. 

Simple techniques like taking a walk, deep breathing, or shifting focus to a positive task can help you approach challenges with a clearer mind. Leading by example in prioritizing well-being will encourage employees to do the same.

A return-to-office experience that works for everyone

Returning to the office comes with a mix of emotions. By prioritizing flexibility, mental health, and clear communication, employers can create an environment where employees feel supported, engaged, and valued. A thoughtful approach that acknowledges challenges while providing meaningful support will help build a more resilient and motivated workforce—one that’s set up to thrive in the new workplace reality.