Entrepreneurs
8 Keys to Managing Your Mental Health When Starting a Business

It can be challenging to focus on vital things like your health when you are in the midst of building a business. Many founders and startups forget about their mental health because they want to make everything perfect, no matter what it takes.
We constantly hear about mental health in the news. People are depressed, anxious, and not happy with their life. Because of this, we must seriously tackle this problem and take action. Depression, anxiety, and mood disorders provoke burnout and become a toxic element within a company’s culture.
Here are 8 keys to managing your mental health when starting a business:
1. Your Mind & Body Are Interconnected
Mental, emotional, and physical health are deeply interconnected. Just as mental health problems can lead to alcohol and substance abuse, lack of exercise or a poor diet can cause depression and loss of focus. Gaining ten extra pounds is just as real for a founder when starting a business as a freshman because of the stress due to tests and exams.
2. Why Priorities Are Better Than Your Objectives?
As a rule, founders are wholly devoted to their calendars and task lists. Unfortunately, the task list is just a reminder of the myriad of tasks that still need to be done. For most of us, the list of tasks is endless. This is an excellent recipe for an unbearable and uncontrollable load for your psyche.
The definition of anxiety is when we feel our ability to achieve results is suppressed by current tasks. This is inevitable when the assignments are poorly formulated, too large, or don’t have a number.
Instead of a list of tasks, switch to a list of priorities for the day, which includes only urgent and important tasks at the same time. It may be more challenging to complete these tasks, but the satisfaction of completing them will not be compared with anything.
3. Vacation is Important
Founders need to consciously take a vacation with a digital detox to disconnect from work. If the founder cannot disconnect on his own even during the holidays, try traveling where it is impossible to be in touch regularly. Burnout is rarely suspected due to failures in parsing failed startups, but the trained eye will often find its effect on the decline of the company.
As a rule, people in business spontaneously apply the following strategies to solve their psychological problems:
- Ignoring all issues as if they did not exist at all.
- Deferring their decisions.
- Attempts to replace the search for the right solution with half measures or false steps (endless discussion of problems with relatives and friends, visits to psychics and sorcerers, drunkenness, drugs, gambling).
“As you grow older, you will discover that you have two hands, one for helping yourself, the other for helping others.” – Maya Angelou
4. Meditation is The Right Source for New Ideas
The founders must include physical activity in their routine and monitor their diet. Yoga, meditation, breathing practices or applying to a doctor online are beneficial. Take time to try these different practices.
Write about what you are grateful for (it helps you to remain appreciative), why you feel stressed (the solution is more natural when you pour problems onto paper), how you grew up in a day (small victories) and then make a to-do list. This helps to focus and find balance if you like to meditate.
5. The Wrong Diet May Destroy You
With a wave of new products, foods, drinks, nootropics, it is easier than ever to include vital vitamins and nutrients in your diet. Try foods that are full of nutrients and have minimal side effects.
6. Social Cooperation and Health
Some of you are so lost in your projects that you forget about life outside of the business. Find time for friends, loved ones, children, and even animals. Remember, it is not the amount of time, it’s the quality.
Understand your “hot” and “cold” zones at work. By doing so, you can plan your day to work in a convenient way for you. Make sure to also allocate time for social activities. Professionals always know how to organize any business or plan by working efficiently and not just a lot.
“The only person who can pull me down is myself, and I’m not going to let myself pull me down anymore.” – C. Joybell C.
7. Always Be Informed to Avoid Mental Health Issues
Learn about signs of depression and burnout. Drowning people do not wave their hands and do not shout for help – they silently go underwater. Only trained rescuers usually notice trouble. The same thing happens with depression, as these people don’t usually spend time in endless complaints or sadness.
The following symptoms should alert you:
- A constant feeling of pessimism.
- Sad or anxious mood.
- Changes in behavior or loss of interest in activities that previously brought pleasure.
- Changes in diet and meal times.
- Changes in sleep time.
- Irritability.
8. Change Your Activities
If you’re used to working with what’s called your head, it will be beneficial for you to go to the gym. While it’s not always possible to be at the gym, it will be enough to water the flowers, move the chairs, or take a quick step along the corridor. It is essential to switch from one activity to another whenever you feel that stress is returning. If stress has caught you on the bus, get off at the nearest stop and walk for 10-15 minutes.
Creating a business is a difficult task because of the mental, physical, and emotional toll it can take on you. At the same time, our ecosystem is toxic, and dozens of factors contribute to making building a company even more difficult. There are real steps that each of you can take to begin eliminating this toxicity.
How do you manage your mental health and ensure you don’t overly stress? Share your ideas with us below!
Entrepreneurs
The Leadership Shift Every Company Needs in 2025
Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
Entrepreneurs
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