A Manager's Guide to Supporting Mental Health in the Workplace
First Responders of Mental Health: A Manager's Role in Building a Supportive Workplace
Managers are uniquely positioned to shape a culture of psychological safety at work. Think of yourself as the "first responder" to your team's mental health needs. Usually, you are the one most in tune with how your employees are feeling and when they need support. Because of this, it's vital for you to regularly check in with your team, ask how they're doing, and remind them about the support services available to them.
But how do you approach these sensitive conversations effectively?
This guide provides practical tips on how managers can discuss mental health with empathy, build a safe environment for sharing, and help their team access available resources.
Tips for a Conversation About Mental Health
As the importance of mental wellness gains recognition, talking about it is becoming more common. We want conversations around mental health to feel just as normal as mentioning a physical ailment. By discussing mental health openly, you show your support as a leader and encourage your team to seek help when needed.
Here are three steps to help you navigate a mental health conversation with your team members:
Step 1: Prepare for the Conversation
Recognize Symptoms of Mental Distress
Know the behavioral changes that may indicate stress, burnout, or other mental health concerns. Common signs include:
Fatigue or exhaustion
Lack of concentration or motivation
Loss of appetite or weight changes
Increased irritability
Withdrawal from colleagues
Reduced productivity or increased mistakes
If you notice these signs, consider initiating a check-in. Remember, signs like suicidal talk, substance misuse, or indications of abuse are red flags that require immediate escalation to Human Resources.
Understand Your Role
Your job is to support your team by connecting them to the right resources. You’re not expected to be a mental health professional but can create a bridge to services like counseling or Employee Assistance Programs (EAP). Offer flexibility, such as time off for therapy, mental health days, or a lighter workload when needed.
Set Up the Right Environment
Decide on the appropriate setting for the conversation. A wellness check might be suitable during casual one-on-ones, but for more serious discussions, aim for a private and comfortable setting. Avoid triggering environments, such as calling a meeting late on a Friday, which could cause unnecessary anxiety. Morning meetings can create a better atmosphere for sensitive discussions.
Prepare Your Resources
Be familiar with the mental health benefits your company offers. Make sure you're prepared with specific organizational solutions that could help, and clear these with HR if necessary.
Step 2: Start the Conversation
Show Care and Concern
If you’ve noticed behavioral changes, initiate the conversation with concern and care:
“I noticed you haven’t been as engaged during meetings. Is everything okay?”
“You seem more withdrawn lately. I just wanted to check in.”
Use Open-Ended Questions
Open-ended questions create space for deeper sharing:
“I see that things have been stressful. How are you managing, and is there anything I can do to help?”
“You’ve seemed a bit off lately. Would you like to talk about what’s going on?”
Listen More, Speak Less
One of the most impactful ways to support someone is through active listening. Give space for them to express themselves without interruption. Resist the urge to jump in too quickly; even moments of silence can be powerful.
“I hear you. It sounds like you're dealing with a lot. How can I support you?”
“Tell me more about how you’re handling things right now.”
Empathize and Affirm
Empathy can make a big difference. Speak with sincerity and compassion. Validate their experience and avoid trying to “fix” or minimize the issue:
“I understand that this must be tough for you. I’m here to help.”
“It’s brave of you to share this. I’m grateful for your trust.”
Step 3: Keep the Conversation Going
Make a Plan for Ongoing Support
Set up regular check-ins to follow up. This could be as simple as incorporating a question about their well-being during weekly one-on-ones.
Normalize Mental Health Talk
Openly bring mental health into your conversations. For example:
“I’d like us to make sure we’re all checking in on each other. If anyone is feeling overwhelmed, my door is always open.”
Affirm and Empower
Acknowledge the courage it takes to speak up and reassure them that seeking help won’t negatively affect their standing at work:
“Prioritizing your mental health is important, and it won’t change how I see your work. I’m here to support you.”
Language Do’s & Don’ts
Do Say:
“Thank you for opening up to me.”
“I’m here for you.”
“How can I support you today?”
Don’t Say:
“Snap out of it.”
“It could be worse.”
“Everyone feels this way sometimes.”
Supporting Employees in Crisis
For individuals in crisis, there are resources available for immediate support:
988 Suicide & Crisis Lifeline: Offers 24-hour confidential support. Call, text, or chat 988.
SAMHSA National Helpline: Provides information for those dealing with mental health or substance use disorders. Call 1-800-662-HELP (4357).
Conclusion
Managers play an essential role in supporting their team's mental health by creating a culture of care, empathy, and psychological safety. It’s about having genuine conversations, being a source of support, and connecting employees to the resources they need. Remember, mental health matters, and your leadership can make a meaningful difference in the lives of your team members.
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References:
Make It OK. (n.d.). How to Talk About Mental Health. https://www.makeitok.org/
American Psychological Association, Mental Health Coalition, Society for Human Resource Management (SHRM).
