How a manager can support mental health in the workplace

How a manager can support mental health in the workplace 

There may be signs that an employee is struggling with their mental health but doesn’t feel comfortable to disclose this or perhaps they do not recognise it in themselves. As an employer, it is important to approach with empathy and sensitivity. Here are a few ways to show support: 

• Arrange regular check ins 

Regular one-to-one conversations help create opportunities for employees to speak openly about any challenges they may be experiencing. These discussions should not focus solely on performance and productivity. They should also provide space for employees to talk about their wellbeing, workload and any concerns they may have.

Maintaining consistent contact can help employees feel valued and supported, while also allowing managers to identify potential issues before they escalate.

• Express concern with empathy

If you notice changes in an employee's behaviour or wellbeing, approach the conversation with care. Avoid making assumptions and focus on expressing genuine concern.

Asking open-ended questions can help encourage discussion without seeming invasive, such as:

• "How have things been for you recently?"
• "Is there anything you'd like to talk about?"
• "What's been on your mind lately?"

Creating a safe, non-judgemental environment can make it easier for someone to open up when they are ready.

• Be an active listener 

Listening can be one of the most valuable forms of support. Give your full attention during conversations, minimise distractions and allow them time to speak without interruption.

Active listening involves:

• Maintaining appropriate eye contact
• Acknowledging what the person is saying
• Paying attention to non-verbal cues
• Asking thoughtful follow-up questions
• Avoiding judgement or rushing to offer solutions.

Sometimes employees simply need to feel heard and understood. When employees feel safe sharing their concerns, they are often more likely to seek further support, discuss potential solutions and engage with the help available.

•  Offer practical support 

Opening up about mental health can feel overwhelming. Reassure employees that support is available and that they do not have to face challenges alone.

Depending on the situation, practical support could include:

• Reviewing workloads and priorities
• Exploring flexible working arrangements
• Discussing reasonable workplace adjustments
• Agreeing regular wellbeing check-ins
• Providing information about available support services and Employee Assistance Programmes.

Remember that everyone's experience is different. Recovery and progress may take time, so patience and understanding are important. Progress is rarely linear, and there may be periods of improvement alongside setbacks.

• Signpost external support

Employers do not need to have all the answers. A key part of supporting mental health is helping employees access professional and impartial support when needed.

This could include Employee Assistance Programmes (EAPs), occupational health services, mental health charities and specialist workplace support providers.

If you’re a manager or employer looking for solutions to support mental health in the workplace, visit www.ingeus.co.uk to find out more about our services. Including: Able Futures, which provides up to nine months of confidential, no-cost mental health support for people in work, including employees, apprentices and those who are self-employed. 

And CiC Wellbeing, our mental health specialists delivering Employee Assistance Programmes and a wide range of trauma and psychological services.