Today is Day of Talk 2025 a national initiative to encourage mental health discussions. Today, managers are expected to provide their teams with guidance on work-related matters as well as help foster a mentally healthy culture in the workplace. Many managers are not prepared for these conversations and express concerns like:
“What happens if I make it worse?”
“Where should I begin?”
“Whom can I turn for help?”
These concerns are valid. A manager who lacks the necessary skills or training may unintentionally harm both themselves and the employee. The solution is not to avoid the topic. Ignoring mental health issues can lead to escalation, which affects team morale, engagement and performance.
Good news: Managers can create safe environments for these discussions with a thoughtful and considerate approach.
This eight-step guide can help you and the managers of your organization navigate these sensitive discussions with confidence and care.
It may seem easier to avoid mental health issues, but ignoring them can worsen the situation over time. Unsupported employees can experience feelings of isolation, resentment, and disengagement. Early resolution of concerns can provide relief to the individual, and also contribute to a more collaborative environment.
You send a strong message to your team by acknowledging mental health as equally important as physical. This proactive approach may lead to an earlier intervention, and better outcomes, for all involved.
It’s important that you choose the right time and place to have a conversation with a teammate who is struggling or has a concern. Instead of a casual conversation in the hallway, arrange a private meeting. Select a neutral, quiet space where you can both feel comfortable.
Set aside time for yourself
- Reduce distractions
- Both parties should mentally prepare for the conversation
- Show that you are taking their concerns seriously
The employee and you will both feel more relaxed if you use this approach.
Asking for permission is important before starting a discussion about mental health. Start with a simple question, such as , “Would be you open to discussing how you feel?”. This allows the employee to control the conversation and reinforces the fact that they are the ones who decide what is said.
Be clear about your role. Clarify that you are there only to listen and provide support. You are not a professional therapist. You might say , “I am not a mental healthcare professional, but I’m concerned about your well-being and want to assist you in finding the right support.”
Set boundaries for confidentiality, length of conversation and your role. This creates a context of safety and containment for an open dialogue.
Effective listening is the foundation of any conversation that seeks to support others. Active listening is more than simply hearing the words. It requires that you truly understand emotions and concerns expressed. Here are some key listening practices:
- Listen to the conversation with curiosity. Do not plan your response, but rather listen with a genuine interest.
- Keep your body language open: Non-verbal signals, such as eye contact and a relaxed posture, show that you’re engaged and empathic.
- Do not interrupt or judge: Allow them to speak their minds without interjecting opinions or solutions.
- You can reflect back what you heard: Use phrases like, “It seems that you are feeling overwhelmed by your current workload.” Does that sound accurate ?”? This will confirm your understanding and validate their experience.
You can help your employee build trust by listening carefully and respectfully.
Ask open-ended questions such as, em>How are these challenges impacting your work?/em> or em>What would help you feel more supported at work?”/em>. This keeps the conversation grounded in practical steps and makes it easier to identify supportive actions that can be taken. Open-ended questions like How are these challenges affecting your work? and What would you do to feel more supported in the workplace? will help keep the conversation grounded, making it easier for you to identify supportive action.
After you’ve gotten a good picture of the situation and the employee, direct the conversation towards actionable steps. Ask the employee to collaborate by asking:
“What are you looking for going forward?”
“What can you do to cope with your situation?”
“What assistance can I or my company provide?”
Encourage them to express their opinions and ideas. Consider discussing the matter with HR or an experienced colleague if you are unsure of the best way to proceed. It can be helpful to have a follow-up session in order to assess progress and make any necessary adjustments.
It is important to be aware of the support systems available at your workplace. You should be aware of the services available, whether it is an employee assistance program (EAP), resources for mental health first-aid (MHFA), or online tools to support mental health. Keep a list handy of local helplines and services to provide immediate assistance when needed.
Signposts that are clear can help demystify a process. This also assures the employee there are many avenues for help.
It’s important to have support available to you as well. You can process difficult conversations through a variety of methods, including one-on-one support, peer groups, and HR.
It’s not just personal, but also professional responsibility to take care of yourself. You’ll be better equipped to help your team if you take care of your mental health.
Now is the time to talk
It is important to remember that talking about mental illness in the workplace does not require expertise. Instead, it requires empathy, actively listening , and a willingness to support. Managers can play a vital role in helping employees to feel valued and empowered by creating an open and safe environment. By taking these actions you will not only improve the wellbeing of individuals and create a supportive work environment, but also boost team performance.
Culture Pioneers is an organization that promotes healthy and thriving workplace culture. We are powered by HRZone and aim to provide expert advice and insights about workplace culture issues. Our annual Culture Pioneer Awards program also recognizes organisations and leaders who are driving positive change. Dr Jo Burrell judges the Wellbeing Category.
