Sustaining performance through winter: 5 well-being priorities for people leaders

As winter progresses, shorter days and reduced sunlight can take a toll on mental health. For some, it’s a mild case of the winter blues; for others, it’s Seasonal Affective Disorder (SAD) – a form of depression linked to reduced daylight.

These seasonal shifts don’t just affect how people feel; they can also influence focus, energy, and engagement at work. For people leaders, winter is often a critical – and underestimated –period for employee well-being.

“During winter, it’s common to see subtle but significant changes in concentration, motivation, and connection,” says Nadim Kara, Executive Vice President and Head of People & Culture at GreenShield, Canada’s only national non-profit health care and insurance organization. “It's important that leaders recognize this early, keep lines of communication open, and normalize employees needing different kinds of support at this time of year.”

According to the Canadian Psychological Association, up to 15 per cent of Canadians experience mild symptoms of SAD each year, while two to three per cent experience more severe impacts.

Kara consulted GreenShield’s clinical experts for insight into these challenges, including Jill Hooiveld MSW, RSW, a member of the clinical services team.

"What I’ve learned from our GreenShield clinicians is when energy and motivation drop, it’s not a personal failing, it’s often physiological. Understanding that helps leaders respond with empathy rather than assumptions.”

Informed by GreenShield’s experts, Kara offers five practical, people-first strategies HR and business leaders can use to proactively support well-being during the winter.

1. Prioritize physical well-being – and make it realistic

Regular movement is one of the most effective ways to support mental health during darker months.

“Exercise consistently shows strong links to improved mood and energy,” says Kara, “But it needs to be accessible, not aspirational.”

Rather than promoting intensity, employers can encourage consistency through flexible schedules, virtual fitness options, or benefits that support movement in ways that fit different lifestyles. Kara’s approach: “I make sure to do at least 30 minutes of walking every day to encourage movement and time to unwind, even on the coldest, darkest days when I’d rather hit snooze.”

Nutrition also plays a role in sustaining energy levels during winter. Access to credible, personalized guidance can help employees make small, practical changes that add up over time. “GreenShield’s Personalized Nutrition program is a great tool for employers to offer their teams, which provides access to customized guidance from a registered dietitian alongside resources to help employees maximize their energy, address personal health concerns, and maintain a balanced diet,” says Kara.

2. Encourage exposure to natural light, and flexibility to use it

With fewer daylight hours, even brief exposure to natural light can make a difference.

Simple actions such as working near windows, stepping outside during breaks, or adjusting schedules to allow daylight walks can help regulate mood and energy.

“Leaders set the tone and model the behaviour,” says Kara. “When people see that taking daylight breaks is encouraged, and not quietly judged, they’re more likely to recharge without guilt.”

Once the sun sets, people leaders can help teams gain quality rest. GreenShield+ offers virtual access to sleep coaches, as well as several webinars on healthy sleep habits that employers can offer their teams, says Kara.

3. Strengthen connection and community, when isolation peaks

Winter can quietly amplify isolation, particularly for remote workers or those new to an organization or community.

“Connection is a protective factor,” says Kara. “When people feel seen and supported by their peers, it buffers stress and builds resilience.”

Purpose-driven initiatives – such as volunteering, team-based community engagement, or shared impact projects – can foster belonging while reinforcing organizational values. Even small, team-led efforts can create meaningful connections.

GreenShield encourages its teams to stay active in the community through employee impact initiatives and donation matching. In 2025, GreenShield employees donated over $368,000 to charities nationwide and collectively volunteered over 5,100 hours, many as part of department or team volunteer activities.

Employers' strategies like a digital volunteering hub, paid time off for volunteering, or donation matching can inspire connections among employees and in the community, says Kara.

4. Normalize mental health support, and talk about it early

Therapy and coaching can help employees build coping strategies before challenges escalate. What often holds people back isn’t availability – it’s uncertainty or stigma.

“Communication is critical,” says Kara. “Employees need to hear – consistently – that they’re not alone, that support exists, and that using it is encouraged.”

Leaders who speak openly about mental health resources, model help-seeking behaviours, and check in regularly create high trust environments, especially during tougher months like January and February.

“GreenShield’s mental health services and tools offer a convenient way for employees to access the care they need,” adds Kara.

“Through GreenShield+, employees can access a wide range of mental health supports, including virtual therapy. For those seeking more flexibility, GreenShield offers access to digital CBT, which includes interactive learning modules, tools, and coaching that help employees develop positive coping strategies on their own time. This ensures that care is convenient and accessible for everyone.”

5. Plan ahead, and support well-being year-round

While winter can intensify challenges, effective support doesn’t start in January.

“The strongest organizations and leaders plan ahead,” says Kara. “Conversations, touchpoints, and well-being initiatives are most effective when they’re proactive, not reactive.”

Planning in December for check-ins, team conversations, and well-being reminders throughout January and February help ensure employees feel supported before challenges peak. According to a survey from GreenShield, one in three Canadians would leave their current job with more comprehensive mental health benefits, with that number even higher among youth and 2SLGBTQI+ employees.

“The daily tactics informed by GreenShield clinical staff to help improve mood and engagement in winter months can also be leveraged consistently throughout the year,” adds Kara.

Ultimately, notes Kara, mental health and organizational performance are deeply connected. When people feel supported year-round, they’re more likely to stay engaged, resilient, and committed for the long term.

This article was provided by GreenShield.