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"We need leadership and teams to truly believe that mental wellbeing matters, and that each of us plays a role in maintaining it," the leader says.
Mental wellbeing has often been discussed in terms of budgets, programmes, or benefits. Yet for true impact, organisations need to start with mindset: a healthy working environment begins with culture, not just cost. Leadership and teams must genuinely believe that mental wellbeing matters and recognise that everyone plays a role in maintaining it.
For Padmayoni Luhari, Director of Human Resources, The Legian Seminyak, Bali, this belief forms the foundation of her organisation's approach — wherein employee wellbeing goes beyond medical benefits and requires active engagement from every team member.
As the leader tells us, mental health is embedded into daily operations: topics are raised during departmental briefings to encourage open, supportive dialogue, employees have access to professional counselling, and initiatives consistently promote empathy and psychological safety.
"Ultimately, our goal is to foster a work environment where all employees — regardless of age or background — feel valued, heard, and supported," she adds.
In this edition of Well Within, Sarah Gideon catches up with Padmayoni how these ongoing commitments have strengthened engagement, resilience, and long-term retention across the team.
Integrating wellbeing into daily work life
As an older property with a wide generational range among employees, The Legian Seminyak, Bali faces unique challenges, particularly in addressing differing needs and expectations across age groups. "This diversity has driven us to adopt a more holistic and inclusive wellbeing strategy," Padmayoni shares.
The approach covers physical health through access to medical services and wellness activities, while mental and emotional wellbeing is integrated into everyday routines. "We believe mental health is just as vital as physical health, and we have made this mindset part of our culture," the leader says.
"We believe mental health is just as vital as physical health, and we have integrated this mindset into our daily routines and workplace culture."
Across her career, the leader has witnessed firsthand how proactive mental health initiatives can transform teams. During her time at Pramana Experience, the COVID-19 pandemic brought immense pressure and uncertainty to the hospitality industry.
"We noticed the impact on our team’s emotional wellbeing and took immediate action by organising mental wellness programmes. These included stress management workshops, mindfulness sessions, and peer support activities.
By creating a safe space for employees to process their emotions and reconnect, morale improved, communication opened, and overall productivity increased.
A similar approach was later implemented during her tenure at Six Senses Uluwatu, Bali, through a "Mission Wellness" corporate programme supporting holistic wellbeing.
"Through activities like guided meditations, movement classes, and open discussion forums, we fostered a stronger sense of connection and resilience within the team," she recalls.
In both properties, Padmayoni saw that prioritising mental health directly reduced absenteeism, strengthened team engagement, and boosted performance — proving that it is not just a compassionate approach, but a strategic one that delivers tangible benefits for both employees and the organisation.
Building a culture of early intervention and support
While we acknowledge the above, the consequences of neglecting mental health are equally clear. The leader recalls a time where a team member's mental health challenges went unaddressed for too long. The individual’s performance declined, absenteeism rose, and communication with colleagues became strained. Beyond these tangible impacts, the situation also weighed on the team’s morale, as members felt unsure how to help and carried the emotional burden of the situation.
"This experience was a turning point in my understanding of how critical it is to proactively address mental health in the workplace," Padmayoni reflects. "It taught me that avoiding or ignoring these issues doesn’t make them go away — rather, it often leads to bigger, more complex problems."
"Since then, I have advocated for building a culture of openness, support, and early intervention when it comes to mental wellbeing."
To that effect, her approach to implementing mental health programmes begins with a mindset shift, as she believes that "mental health is everyone’s responsibility, not just HR’s."
"We need leadership and teams to truly believe that mental wellbeing matters, and that each of us plays a role in maintaining it," she adds.
Once that mindset is set, a more strategic business case can be built. She outlines six steps:
- Begin with a professional assessment by bringing in an expert to map out the current state of employee mental health.
- Use the findings to design a year-long programme that is tailored to the organisation’s specific needs.
- Include the initiative in the annual budget but with the understanding that we may not get full approval right away, but keep it as a priority.
- Present the proposal to leadership, and connect it to business outcomes like retention, engagement, and productivity.
- Roll out the program thoughtfully, with clear communication and employee involvement.
- Track and review progress regularly, using feedback and data to refine as needed.
"For me, it’s about starting small but intentional — building trust, showing results, and gradually creating a workplace where mental wellbeing is part of our everyday culture."
When it comes to measuring ROI, Padmayoni stresses that it goes beyond numbers — it is about understanding the real impact on people and culture. She starts by identifying clear areas for improvement. At The Legian Seminyak, Bali, this includes reducing absenteeism, strengthening engagement and retention, and creating a more supportive work environment.
The next step is to track tangible metrics, such as:
- Changes in sick leave or absenteeism rates,
- Turnover trends, especially in high-stress roles,
- Participation in wellness activities or counseling sessions, and
- Productivity markers relevant to each team.
However, the leader highlights, intangible results are just as important. This is where pulse surveys, informal check-ins, and focus groups to gather honest feedback, come into play.
"For example, after running a wellness programme during COVID, I saw firsthand how morale improved teams were more engaged, there was less conflict, and people simply felt more supported. That shift alone helped boost productivity and reduced burnout.
"To me, the ROI of mental health isn’t always immediate or purely financial. It’s about creating a sustainable, healthy work culture — and that always pays off in the long run, both for people and for business outcomes," she affirms.
Leading by example
Concluding the conversation, Padmayoni reflects on some steps she actively takes to prioritise her mental health when the going gets tough. For her, prioritising mental health begins with time management and learning how to say 'No', which she used to find quite challenging.
"Over time, I’ve come to understand that setting boundaries isn’t selfish; it’s necessary for preserving my energy and staying grounded."
Now, she makes space for herself through simple practices such as journaling, reading, and taking long solo walks. Occasionally, she uses reflective tools like Points of You cards, to explore thoughts and emotions from different perspectives.
Looking back on a meaningful experience in 2023, Padmayoni tells us about a guided board game session that centred around self-reflection, values and balance — the Wealth and Joy Simulation Board.
"It was a quiet but powerful reminder to slow down and look inward. That experience helped me better understand the importance of boundaries, energy awareness, and how my personal wellbeing influences how I show up for others.
Since then, Padmayoni has been more intentional about protecting her mental space, be it making time for stillness, saying no without guilt, or simply allowing herself to rest.
"These habits help me stay more present and resilient. When I care for myself, I’m better able to support those around me, even in high-pressure situations."
READ MORE: Well Within: ZTE Indonesia's HR Director on why mental health check-ups are a strategic investment
Photo / Provided
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