7 Essential Tips to Improve Employee Mental Well-Being in the Workplace

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Discover seven effective strategies for promoting employee mental well-being at work, fostering a positive, inclusive environment that sets your company up for success. Dive in to learn more.

Employee well-being affects every aspect of a company. From operational flow to interpersonal communication to final output, if a team member feels off, the entire organisation will feel it, too.

That’s why, when you prioritise the health and wellness of your team members, you not only promote positive employee morale, but you also set your company up for success.

But fostering mental well-being in the workplace isn’t always straightforward. You have a business to run, clients to tend to, and deadlines to complete. How can you stay grounded while also creating space for employees to take care of themselves?

In today’s article, we’re exploring seven essential tips we recommend incorporating to promote a positive workplace where everybody wins.

Provide tools to promote a work-life balance

Give employees tools and options that promote a sense of autonomy and encourage a healthy work-life balance.

Your goal? Set them up with systems that can help them work smarter during work hours and encourage time away from the office.

You can do that by:

  • Implementing 4-day workweeks;
  • Providing flexible employee schedules;
  • Giving employees complete autonomy over their schedules, projects, or work hours;
  • Allowing employees to choose project-based work over hourly work;
  • Providing hybrid and remote work options;
  • Learning how to identify employee burnout signs;
  • Comparing teams to understand where workloads can be better balanced;
  • Spotting employee burnout risk with workforce analytics software, and;
  • Providing access to hybrid or remote work software.

For instance, including software for hybrid work is a practical approach to enhancing mental well-being. This technology allows for more flexible work hours which can prevent burnout and promote a healthy sense of control.

With the help of hybrid work software, employees can effectively manage their work schedules according to their personal needs. Team members can also use hybrid work software to set up automated workflows so they can do their jobs faster and better.

In addition, giving employees access to AI business tools can help them effectively manage repetitive tasks, reduce unnecessary workloads, and prevent work-related stress. With the right AI tools in hand, employees can get more work done in less time, creating an overall less pressured environment.

Give access to mental health support options

Beyond efficient tools, employees also need access to professional mental health support options.

Whether a team member needs to manage an ongoing ailment, treat a new concern, or seek preventative care, it’s vital to equip them with access to free or affordable care.

Here are three areas of mental health support we recommend providing access to:

Mental health education

Knowledge is power. When it comes to mental health, understanding is the key to managing and overcoming challenges.

We can’t overemphasise the importance of providing your employees with the resources they need to learn about mental health.

Educational materials help individuals recognise signs of stress, anxiety, and other mental health conditions in themselves and others. It also breaks down the stigma associated with these topics.

So, how can you facilitate mental health education at your workplace?

  • Provide access to online courses and webinars across mental health topics;
  • Bring in experts to deliver talks and workshops on work-life balance, and;
  • Share a monthly newsletter with tips on managing stress in the workplace.

In promoting mental health education, you’ll foster a workplace culture that recognises the importance of mental well-being, actively supports it, and understands that mental health matters as much as physical health.

Your team will be more resilient, understanding, and better equipped to deal with whatever comes their way. That’s a win for everyone involved.

Online doctors for fast and convenient support

One of the most important methods companies can employ to improve mental well-being in the workplace is by providing access to telehealth services.

When team members need mental health support, they don’t have time to wait — they need fast and convenient options they can turn to right away.

Thankfully, telehealth companies offer services that allow employees to access counselling and psychological support through remote channels, such as video calls or online chats.

But remember, physical health also affects mental well-being.

Consider also providing access to telehealth organisations that can help employees manage their physical health, too. For instance, Form Health provides online support and a dedicated care team (a Board Certified Doctor and Registered Dietitian) to help your employees achieve a healthier lifestyle.

After all, when you look good, you feel good. There’s no doubt about it.

Family counselling and support options

It’s easy to tell someone to leave their personal problems at home. But when an employee is navigating hardship, such as grieving the loss of a loved one, caregiving for a family member, or facing a divorce, you can’t expect them to operate at 100% capacity.

Why? Divorce, while being an emotional ordeal, also comes with its share of practical challenges that can affect an individual’s concentration and productivity at work.

And unfortunately, with global crude divorce rates hovering around 1.8, you’re bound to employ someone navigating this life scenario.

Thankfully, providing access to divorce mediation services can help employees manage the process more smoothly, reducing stress and conflict. But divorce takes a toll on family members as well.

That’s why it’s essential to provide team members with counselling and support options for their families, too. This might include family therapy, play therapy for their children, and family planning support.

Positive well-being at home translates to mental well-being in the workplace.

Host workshops on emotional intelligence

Treating ailments is important, but preventative care is equally as pivotal.

To promote mental well-being, schedule ongoing training classes and workshops that can help employees learn how to build mental fitness and emotional intelligence.

During training, consider focusing on:

  • Stress reduction techniques;
  • Personal development practices;
  • Emotional regulation strategies;
  • Building self-confidence;
  • Spotting and redirecting limiting beliefs, and;
  • Promoting positive self-talk.

Create an inclusive environment

There’s nothing that can sink employee morale faster than an environment that doesn’t feel supportive or inclusive.

When a team member feels undervalued at work, it can cause a domino effect of consequences. Not only does a lack of feeling valued discourage employee confidence, but it can also reduce engagement and quality of work.

Think about it, if your manager never recognised you for your efforts, would you continue showing up as your best self?

That’s why it’s essential to create an environment where everyone feels included and valued.

Here are a few quick tips you can implement to promote a sense of belonging and recognition:

  • Invite everyone to participate in projects, meetings, and brainstorming sessions;
  • Start an employee recognition programme;
  • Give every employee the chance to do work they consider meaningful;
  • Congratulate team members for a job well done, and;
  • Encourage employees to motivate and recognise each other.

Ask and implement employee feedback

Navigate employee well-being levels by going straight to the source — your employees! In other words, ask your team members for a status on their current health.

What do they think they need to support their mental health? What do they believe could promote a healthy workplace?

Get clear on how they’re currently feeling and the aid they need by sending out polls, surveys, and questionnaires.

But, there’s a caveat here. Never ask for employee feedback if you don’t plan on implementing it. While you may not be able to satisfy every request, you should always make it a priority to give team members what they want, especially if:

  • It’s a reasonable ask;
  • You can accommodate it, and;
  • It can benefit the organisation as a whole.

PS: Want to receive actionable feedback and measure the mood of your team in literally a few minutes? With 6Q, you can choose between weekly, bi-weekly, or monthly surveys.

Prevent employee burnout by offering time off

Provide paid time off and encourage team members to take advantage of it.

Keep this in mind, though.

While you may have peak seasons and slower seasons, never make an employee feel guilty for needing a break, no matter what time of the year it is. To balance workloads, pad your staff with a few extra team members so everyone gets a chance to take time off when they need it.

Be sure to encourage:

  • Vacation time or staycations;
  • Mental health days / personal days;
  • Time for self-care, and;
  • Sick time.

All of these things sound simple. But the small details matter for improving well-being in the workplace.

Start an open-door policy

Create a safe space where team members feel welcome to express themselves and are encouraged to bring their concerns to management.

A simple way to do this is by announcing an open-door policy that lets employees know they can bring any complaints, questions, challenges, or suggestions to their supervisors.

Some benefits of having an open-door policy may include:

  • Promoting open communication;
  • Preventing information silos;
  • Establishing trust and meaningful connections between managers and team members;
  • Addressing challenges proactively before they turn into significant problems;
  • Gauging job satisfaction and workplace perception;
  • Promoting a welcoming company culture;
  • Helping employees feel seen and understood, and;
  • Getting inspired to implement new policies that support employee well-being.

In Summary

And there you have it! Today we covered seven essential tips to improve employee mental well-being in the workplace.

Your next order of business? Meet with your HR team and managers to decide how you’ll be putting these strategies into action. Don’t forget to survey your employees, too!

Then, create an implementation plan. Decide when and how you’ll be utilising these new practices. Finally, be sure to alert all team members so they know when they can start taking advantage of their new mental health support options.

That’s it for now, teams. Here’s to your success!

About the Author

Guillaume Deschamps is a digital marketer focused on handling the outreach strategy at uSERP. Outside of work, he enjoys his expat life in sunny Mexico, reading books, wandering around and catching the latest shows on TV.

The post 7 Essential Tips to Improve Employee Mental Well-Being in the Workplace appeared first on The 6Q Blog.

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Best of both worlds: Achieving scalability and quality in text clustering

Posted by Sara Ahmadian and Mehran Kazemi, Research Scientists, Google Research

Clustering is a fundamental, ubiquitous problem in data mining and unsupervised machine learning, where the goal is to group together similar items. The standard forms of clustering are metric clustering and graph clustering. In metric clustering, a given metric space defines distances between data points, which are grouped together based on their separation. In graph clustering, a given graph connects similar data points through edges, and the clustering process groups data points together based on the connections between them. Both clustering forms are particularly useful for large corpora where class labels can’t be defined. Examples of such corpora are the ever-growing digital text collections of various internet platforms, with applications including organizing and searching documents, identifying patterns in text, and recommending relevant documents to users (see more examples in the following posts: clustering related queries based on user intent and practical differentially private clustering).

The choice of text clustering method often presents a dilemma. One approach is to use embedding models, such as BERT or RoBERTa, to define a metric clustering problem. Another is to utilize cross-attention (CA) models, such as PaLM or GPT, to define a graph clustering problem. CA models can provide highly accurate similarity scores, but constructing the input graph may require a prohibitive quadratic number of inference calls to the model. On the other hand, a metric space can efficiently be defined by distances of embeddings produced by embedding models. However, these similarity distances are typically of substantial lower-quality compared to the similarity signals of CA models, and hence the produced clustering can be of much lower-quality.

An overview of the embedding-based and cross-attention–based similarity scoring functions and their scalability vs. quality dilemma.

Motivated by this, in “KwikBucks: Correlation Clustering with Cheap-Weak and Expensive-Strong Signals”, presented at ICLR 2023, we describe a novel clustering algorithm that effectively combines the scalability benefits from embedding models and the quality from CA models. This graph clustering algorithm has query access to both the CA model and the embedding model, however, we apply a budget on the number of queries made to the CA model. This algorithm uses the CA model to answer edge queries, and benefits from unlimited access to similarity scores from the embedding model. We describe how this proposed setting bridges algorithm design and practical considerations, and can be applied to other clustering problems with similar available scoring functions, such as clustering problems on images and media. We demonstrate how this algorithm yields high-quality clusters with almost a linear number of query calls to the CA model. We have also open-sourced the data used in our experiments.

The clustering algorithm

The KwikBucks algorithm is an extension of the well-known KwikCluster algorithm (Pivot algorithm). The high-level idea is to first select a set of documents (i.e., centers) with no similarity edge between them, and then form clusters around these centers. To obtain the quality from CA models and the runtime efficiency from embedding models, we introduce the novel combo similarity oracle mechanism. In this approach, we utilize the embedding model to guide the selection of queries to be sent to the CA model. When given a set of center documents and a target document, the combo similarity oracle mechanism outputs a center from the set that is similar to the target document, if present. The combo similarity oracle enables us to save on budget by limiting the number of query calls to the CA model when selecting centers and forming clusters. It does this by first ranking centers based on their embedding similarity to the target document, and then querying the CA model for the pair (i.e., target document and ranked center), as shown below.

A combo similarity oracle that for a set of documents and a target document, returns a similar document from the set, if present.

We then perform a post processing step to merge clusters if there is a strong connection between two of them, i.e., when the number of connecting edges is higher than the number of missing edges between two clusters. Additionally, we apply the following steps for further computational savings on queries made to the CA model, and to improve performance at runtime:

We leverage query-efficient correlation clustering to form a set of centers from a set of randomly selected documents instead of selecting these centers from all the documents (in the illustration below, the center nodes are red).

We apply the combo similarity oracle mechanism to perform the cluster assignment step in parallel for all non-center documents and leave documents with no similar center as singletons. In the illustration below, the assignments are depicted by blue arrows and initially two (non-center) nodes are left as singletons due to no assignment.

In the post-processing step, to ensure scalability, we use the embedding similarity scores to filter down the potential mergers (in the illustration below, the green dashed boundaries show these merged clusters).

Illustration of progress of the clustering algorithm on a given graph instance.


We evaluate the novel clustering algorithm on various datasets with different properties using different embedding-based and cross-attention–based models. We compare the clustering algorithm’s performance with the two best performing baselines (see the paper for more details):

To evaluate the quality of clustering, we use precision and recall. Precision is used to calculate the percentage of similar pairs out of all co-clustered pairs and recall is the percentage of co-clustered similar pairs out of all similar pairs. To measure the quality of the obtained solutions from our experiments, we use the F1-score, which is the harmonic mean of the precision and recall, where 1.0 is the highest possible value that indicates perfect precision and recall, and 0 is the lowest possible value that indicates if either precision or recall are zero. The table below reports the F1-score for Kwikbucks and various baselines in the case that we allow only a linear number of queries to the CA model. We show that Kwikbucks offers a substantial boost in performance with a 45% relative improvement compared to the best baseline when averaging across all datasets.

The figure below compares the clustering algorithm’s performance with baselines using different query budgets. We observe that KwikBucks consistently outperforms other baselines at various budgets.

A comparison of KwikBucks with top-2 baselines when allowed different budgets for querying the cross-attention model.


Text clustering often presents a dilemma in the choice of similarity function: embedding models are scalable but lack quality, while cross-attention models offer quality but substantially hurt scalability. We present a clustering algorithm that offers the best of both worlds: the scalability of embedding models and the quality of cross-attention models. KwikBucks can also be applied to other clustering problems with multiple similarity oracles of varying accuracy levels. This is validated with an exhaustive set of experiments on various datasets with diverse properties. See the paper for more details.


This project was initiated during Sandeep Silwal’s summer internship at Google in 2022. We would like to express our gratitude to our co-authors, Andrew McCallum, Andrew Nystrom, Deepak Ramachandran, and Sandeep Silwal, for their valuable contributions to this work. We also thank Ravi Kumar and John Guilyard for assistance with this blog post.


Zero-shot adaptive prompting of large language models

Posted by Xingchen Wan, Student Researcher, and Ruoxi Sun, Research Scientist, Cloud AI Team

Recent advances in large language models (LLMs) are very promising as reflected in their capability for general problem-solving in few-shot and zero-shot setups, even without explicit training on these tasks. This is impressive because in the few-shot setup, LLMs are presented with only a few question-answer demonstrations prior to being given a test question. Even more challenging is the zero-shot setup, where the LLM is directly prompted with the test question only.

Even though the few-shot setup has dramatically reduced the amount of data required to adapt a model for a specific use-case, there are still cases where generating sample prompts can be challenging. For example, handcrafting even a small number of demos for the broad range of tasks covered by general-purpose models can be difficult or, for unseen tasks, impossible. For example, for tasks like summarization of long articles or those that require domain knowledge (e.g., medical question answering), it can be challenging to generate sample answers. In such situations, models with high zero-shot performance are useful since no manual prompt generation is required. However, zero-shot performance is typically weaker as the LLM is not presented with guidance and thus is prone to spurious output.

In “Better Zero-shot Reasoning with Self-Adaptive Prompting”, published at ACL 2023, we propose Consistency-Based Self-Adaptive Prompting (COSP) to address this dilemma. COSP is a zero-shot automatic prompting method for reasoning problems that carefully selects and constructs pseudo-demonstrations for LLMs using only unlabeled samples (that are typically easy to obtain) and the models’ own predictions. With COSP, we largely close the performance gap between zero-shot and few-shot while retaining the desirable generality of zero-shot prompting. We follow this with “Universal Self-Adaptive Prompting“ (USP), accepted at EMNLP 2023, in which we extend the idea to a wide range of general natural language understanding (NLU) and natural language generation (NLG) tasks and demonstrate its effectiveness.

Prompting LLMs with their own outputs

Knowing that LLMs benefit from demonstrations and have at least some zero-shot abilities, we wondered whether the model’s zero-shot outputs could serve as demonstrations for the model to prompt itself. The challenge is that zero-shot solutions are imperfect, and we risk giving LLMs poor quality demonstrations, which could be worse than no demonstrations at all. Indeed, the figure below shows that adding a correct demonstration to a question can lead to a correct solution of the test question (Demo1 with question), whereas adding an incorrect demonstration (Demo 2 + questions, Demo 3 with questions) leads to incorrect answers. Therefore, we need to select reliable self-generated demonstrations.

Example inputs & outputs for reasoning tasks, which illustrates the need for carefully designed selection procedure for in-context demonstrations (MultiArith dataset & PaLM-62B model): (1) zero-shot chain-of-thought with no demo: correct logic but wrong answer; (2) correct demo (Demo1) and correct answer; (3) correct but repetitive demo (Demo2) leads to repetitive outputs; (4) erroneous demo (Demo3) leads to a wrong answer; but (5) combining Demo3 and Demo1 again leads to a correct answer.

COSP leverages a key observation of LLMs: that confident and consistent predictions are more likely correct. This observation, of course, depends on how good the uncertainty estimate of the LLM is. Luckily, in large models, previous works suggest that the uncertainty estimates are robust. Since measuring confidence requires only model predictions, not labels, we propose to use this as a zero-shot proxy of correctness. The high-confidence outputs and their inputs are then used as pseudo-demonstrations.

With this as our starting premise, we estimate the model’s confidence in its output based on its self-consistency and use this measure to select robust self-generated demonstrations. We ask LLMs the same question multiple times with zero-shot chain-of-thought (CoT) prompting. To guide the model to generate a range of possible rationales and final answers, we include randomness controlled by a “temperature” hyperparameter. In an extreme case, if the model is 100% certain, it should output identical final answers each time. We then compute the entropy of the answers to gauge the uncertainty — the answers that have high self-consistency and for which the LLM is more certain, are likely to be correct and will be selected.

Assuming that we are presented with a collection of unlabeled questions, the COSP method is:

Input each unlabeled question into an LLM, obtaining multiple rationales and answers by sampling the model multiple times. The most frequent answers are highlighted, followed by a score that measures consistency of answers across multiple sampled outputs (higher is better). In addition to favoring more consistent answers, we also penalize repetition within a response (i.e., with repeated words or phrases) and encourage diversity of selected demonstrations. We encode the preference towards consistent, un-repetitive and diverse outputs in the form of a scoring function that consists of a weighted sum of the three scores for selection of the self-generated pseudo-demonstrations.
We concatenate the pseudo-demonstrations into test questions, feed them to the LLM, and obtain a final predicted answer.

Illustration of COSP: In Stage 1 (left), we run zero-shot CoT multiple times to generate a pool of demonstrations (each consisting of the question, generated rationale and prediction) and assign a score. In Stage 2 (right), we augment the current test question with pseudo-demos (blue boxes) and query the LLM again. A majority vote over outputs from both stages forms the final prediction.

COSP focuses on question-answering tasks with CoT prompting for which it is easy to measure self-consistency since the questions have unique correct answers. But this can be difficult for other tasks, such as open-ended question-answering or generative tasks that don’t have unique answers (e.g., text summarization). To address this limitation, we introduce USP in which we generalize our approach to other general NLP tasks:

Classification (CLS): Problems where we can compute the probability of each class using the neural network output logits of each class. In this way, we can measure the uncertainty without multiple sampling by computing the entropy of the logit distribution.
Short-form generation (SFG): Problems like question answering where we can use the same procedure mentioned above for COSP, but, if necessary, without the rationale-generating step.
Long-form generation (LFG): Problems like summarization and translation, where the questions are often open-ended and the outputs are unlikely to be identical, even if the LLM is certain. In this case, we use an overlap metric in which we compute the average of the pairwise ROUGE score between the different outputs to the same query.

Illustration of USP in exemplary tasks (classification, QA and text summarization). Similar to COSP, the LLM first generates predictions on an unlabeled dataset whose outputs are scored with logit entropy, consistency or alignment, depending on the task type, and pseudo-demonstrations are selected from these input-output pairs. In Stage 2, the test instances are augmented with pseudo-demos for prediction.

We compute the relevant confidence scores depending on the type of task on the aforementioned set of unlabeled test samples. After scoring, similar to COSP, we pick the confident, diverse and less repetitive answers to form a model-generated pseudo-demonstration set. We finally query the LLM again in a few-shot format with these pseudo-demonstrations to obtain the final predictions on the entire test set.

Key Results

For COSP, we focus on a set of six arithmetic and commonsense reasoning problems, and we compare against 0-shot-CoT (i.e., “Let’s think step by step“ only). We use self-consistency in all baselines so that they use roughly the same amount of computational resources as COSP. Compared across three LLMs, we see that zero-shot COSP significantly outperforms the standard zero-shot baseline.

USP improves significantly on 0-shot performance. “CLS” is an average of 15 classification tasks; “SFG” is the average of five short-form generation tasks; “LFG” is the average of two summarization tasks. “SFG (BBH)” is an average of all BIG-Bench Hard tasks, where each question is in SFG format.

For USP, we expand our analysis to a much wider range of tasks, including more than 25 classifications, short-form generation, and long-form generation tasks. Using the state-of-the-art PaLM 2 models, we also test against the BIG-Bench Hard suite of tasks where LLMs have previously underperformed compared to people. We show that in all cases, USP again outperforms the baselines and is competitive to prompting with golden examples.

Accuracy on BIG-Bench Hard tasks with PaLM 2-M (each line represents a task of the suite). The gain/loss of USP (green stars) over standard 0-shot (green triangles) is shown in percentages. “Human” refers to average human performance; “AutoCoT” and “Random demo” are baselines we compared against in the paper; and “3-shot” is the few-shot performance for three handcrafted demos in CoT format.

We also analyze the working mechanism of USP by validating the key observation above on the relation between confidence and correctness, and we found that in an overwhelming majority of the cases, USP picks confident predictions that are more likely better in all task types considered, as shown in the figure below.

USP picks confident predictions that are more likely better. Ground-truth performance metrics against USP confidence scores in selected tasks in various task types (blue: CLS, orange: SFG, green: LFG) with PaLM-540B.

Zero-shot inference is a highly sought-after capability of modern LLMs, yet the success in which poses unique challenges. We propose COSP and USP, a family of versatile, zero-shot automatic prompting techniques applicable to a wide range of tasks. We show large improvement over the state-of-the-art baselines over numerous task and model combinations.


This work was conducted by Xingchen Wan, Ruoxi Sun, Hootan Nakhost, Hanjun Dai, Julian Martin Eisenschlos, Sercan Ö. Arık, and Tomas Pfister. We would like to thank Jinsung Yoon Xuezhi Wang for providing helpful reviews, and other colleagues at Google Cloud AI Research for their discussion and feedback.

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