Mental health in the workplace
Work is a big part of all our lives, and there are pressures that come with it. Everyone’s role comes with its stresses, and these can have a big impact on mental health.
Workplace culture can certainly help. A mentally healthy workplace is one where managers and teams can talk openly about mental health, people watch out for each other, and employees feel comfortable seeking help.
Unfortunately, there is still stigma about speaking up, especially for men. Being open about feelings doesn’t always come easily. Many men still feel a cultural expectation to tough it out and keep their feelings to themselves, to avoid looking like they are ‘weak’ and can’t cope.
And that’s why workplace culture is so important.
If a person works in a place where they feel they can raise issues early, they’re more likely to reach out for support before a ‘small’ stress becomes a bigger issue. And who hasn’t felt stressed or overwhelmed sometimes at work? It’s common, so asking for help should be common in the workplace too. But too often it’s not.
It’s about creating a good culture where there is no stigma about asking for help. As a leader in your organisation, you play a big role in creating and maintaining a mentally healthy workplace culture.
How you can reduce stigma to build a healthier workplace
A mentally healthy workplace where managers and teams talk openly about mental health, and employees feel comfortable seeking help. In short, it’s where people look out for each other.
You don’t need to be a professional counsellor, but you do help set the tone. The way you check in, listen, respond and follow through can shape whether someone feels safe to speak up or decides to stay quiet.
Start conversations
All it takes is a few simple questions to start, like:
- “How are you travelling?”
- “You seem to have a lot on – how are things going?”
- “What would help right now?”
But it’s not enough to ask these out of the blue, every once in a while. What matters most is to make these conversations part of everyday life at work, not just in a crisis.
If stress, pressure and workload are talked about in a calm, matter-of-fact way, it sends a message that this is a normal part of working life, and it is okay to talk about it.
Look out for early changes in behaviour
Another good strategy for reducing stigma is noticing change early. It may be that a team member who is usually engaged and on top of everything becomes a bit flat or withdrawn, and isn’t working to their normal standards.
It’s not always a mental health issue, but it’s worth paying attention to.
Set a good example
Leading by example is one of the most important ways to build a culture that reduces stigma. People look to their leaders for guidance on how to behave.
When managers talk in a calm, appropriate way about stress, pressure, or asking for support, it normalises these conversations and makes people feel safe to speak up. It shows them that nobody has to pretend everything is fine all the time.
Talking about some mental health challenges you’ve faced in the past, or even just admitting that “last week was pretty full on, and I was struggling a bit”, can do more to reduce stigma and sets a culture of openness and support.
Offer support
If you’re a manager, chances are you’re not qualified to offer clinical support. But what you may be able to do is give practical help. Asking what they might need to help them in their work, adjusting deadlines, reducing or sharing their workload, and checking in regularly with them can all help.
And if what they need is more professional help, you can point them in the right direction, make an appointment, or put them in contact with someone with more experience in these issues.
And don’t forget the follow-up
Starting conversations is just the beginning; offering support and checking in again to see how they are going reduces stigma, builds culture, and lets them know you’ve got their back and that you care.
At work or home, the basics are the same
Offering support to someone is best when it’s person-to-person. Not a workplace manager-to-worker dynamic. Speaking to someone about their mental health is a human connection. So when you are offering support and checking in on someone, there are a few things to remember:
- Keep it simple. Keep it calm. Keep it free of judgement.
- Ask how they are going without forcing a big conversation straight away.
- Pick a good moment – not in the middle of conflict or when everyone is rushed.
- Listen without jumping straight into advice mode.
- Offer practical help if life feels overloaded.
- Keep checking in, even if the first conversation does not go far.
- Encourage support early rather than waiting for things to get worse.
Don’t forget about yourself
To be a truly supportive and helpful leader, you need to be in a good head space yourself. Work pressures and stresses are just as likely to affect you.
The advice you give others is just as important for you. You don’t need to wait until you’re at breaking point to speak up. Asking for help early is not a weakness, it’s the right thing to do.
- Speak up when stress is building, instead of waiting until it boils over.
- Pay attention to changes in mood, sleep, energy or motivation.
- Stay connected with your mates, family and colleagues.
- Create a good work-life balance by setting boundaries around work where you can – especially when pressure is high.
Speaking up happens when workplace leaders make honest conversations easier, making them an everyday part of work. When people know someone is looking out for them and genuinely has their best interests at heart, they can say, “I’m not going great,” without the stigma of appearing weak.
