Supporting your team’s mental health isn’t just a nice-to-have—it’s a must. However, finding the right balance between addressing these concerns and respecting boundaries can be challenging for a leader.
As a Registered Social Worker and the Clinical Director of Counselling Services at TELUS Health MyCare™, I often hear from leaders like you seeking guidance on how to spot mental health issues and support a team member in need.
Research shows that prioritizing mental health in the workplace directly affects how team members feel and perform and creates an environment where they feel valued and understood. In this environment, mental health stigmas are reduced, and employees are better able to ask for help when they need it.
Employers, in turn, will reap benefits like fewer sick days, lower staff turnover, and more engaged teams. When people feel supported, they’re more motivated, productive, and likely to stay committed to their work.
Championing mental health also shows that the organization cares about its people, which can make it a more attractive place to work. This doesn’t just make for happier team members; it makes for stronger organizations.
Signs a team member is struggling with mental health
These range from minor cues to factors that are difficult to overlook.
Minor cues can include changes in behaviour, such as coming in late when they’ve never been late before, appearing down, always tired, and/or withdrawing socially. Physical cues include changes in appearance, poor personal hygiene, and shabby attire.
More significant indicators could be increased time off work or a decline in performance marked by procrastination, difficulty completing tasks, or withdrawal from leadership or mentorship roles that were previously enjoyed.
The key takeaway is noticing subtle (or significant) changes in how someone behaves or presents themselves.
How to talk to employees about mental health
Create an open, nonjudgemental environment where employees can feel comfortable discussing their struggles without fear of judgement or reprimand.
Approach the situation with empathy and humanity, recognizing that we’re all human and everyone wants to be seen, heard and understood.
Effective ways to start the conversation
Let them know you’ve noticed changes in their behaviour. It can go something like this: “I’ve noticed that you’ve been late a few times in the past week, which is unusual for you. I am concerned that something might be going on for you.”
Instead of reprimanding, “Hey, you’ve been late a lot lately, and it’s unacceptable,” step back and invite a conversation.
If you know something has happened in their life, you could say, “I imagine it’s really difficult to balance commitments when you have a parent who is unwell; how are you doing with that?”
Ask open-ended questions that start with “why,” “how,” or “what” because it requires more than a single-word answer.
Often, people feel relief when asked. Whether you’re a leader, a peer, or a friend, demonstrating your concern and inviting a conversation can make a real difference.
Create a safe space for speaking openly
- Reassure them that your conversation will stay private.
- Acknowledge that everyone, including yourself, faces stress at work and that a little extra support is often needed.
- Avoid making assumptions about their situation or how it may affect their work.
- Remember that people can often manage their mental health while still performing well but might need extra help during tough times.
Other ways to create a supportive work environment
Lead by example
Set an example by practicing self-care, taking vacations, and maintaining a healthy work-life balance. If employees see their manager working through lunch every day and toiling away on projects, they will feel like they have to do the same.
Regular check-ins
Schedule regular one-on-one meetings and balance the work discussion with a check-in about family, interests, or overall well-being. Building trust and connection allows important conversations to happen.
Ask what type of support would help them. For instance, “How’s your workload? Do you need support on a task or project?” This invites collaboration, promotes wellness, and allows a person to say, “Yeah, this is difficult for me right now. I am out of sorts, and it would be helpful if we did the following …”
Offer mental health education
Provide resources like mental health webinars, workshops on stress management, or sessions with a dietitian.
Foster a sense of community and connection
Organize team lunches, social events, or wellness challenges to encourage interaction and promote a positive work culture.
Encourage a healthy work-life balance
Discuss flexible work arrangements and encourage employees to disconnect from work after hours.
Mental health resources
Ensure that employees are aware of the resources and benefits available to them through their workplace and know how to access them.
Make employees aware of the many free resources available outside of work. Comprehensive lists can be found through the Government of Canada’s Centre of Expertise on Mental Health in the Workplace and in this Don’t Change Much article.
The MindFit Toolkit is another helpful resource that provides information on how to talk with a friend about their mental health.
Allowing employees to access mental health services, such as speaking with a counsellor, during work hours is an effective way to encourage them to do so.
The power of support in the workplace
When you support mental health in the workplace, you invest in your team’s well-being and productivity.
Your actions today can lead to a healthier, more resilient organization tomorrow.
What support do you need in the workplace? Start the conversation in the comments below.
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