Building Trust To Discuss Mental Health At Work

Workplace trauma is real, and it doesn't get enough attention. The loss of a job can shatter someone's identity, but also their financial well-being, and relationships with partners, family, and friends. Bullying or harassment from bosses and colleagues can cause the same kind of loss of confidence, withdrawal, and anxiety that bullying or emotional abuse can cause in any other part of our lives. Workplace practices that shut down employee voice or promote practices that lead to burnout could leave people unsure of what a "healthy" workplace looks like. And there's a decent chance that you're working with people who have experienced some form of trauma in the workplace. How might this play out? -Maybe they check in every day while on PTO because they were reprimanded if they took a real vacation in a previous workplace. -Maybe they are always the last to leave because it was a badge of honor at their old office. -Maybe they are quiet in meetings and never offer feedback because they were lectured every time they expressed their opinions. -Maybe they check and recheck their work and take far longer than you'd expect to complete a task because they were ridiculed every time they made an error. -Maybe they ask about the stability of the company every other week because they were told everything was great, and then laid off a few days later. I'm not enough of an expert to say what can be done, but I'd imagine some of the things you might consider: 1. Build relationships and trust on a personal level in the workplace to help people feel more comfortable letting you know how they are feeling. 2. Be transparent about the culture, and expectation in the workplace. Communicating norms that may seem like "common knowledge" could help those who are anxious about making errors. 3. Model the behaviors you want to see so team members see how people operate. Managers should be taking PTO and maintaining boundaries in the workplace to normalize that for their teams. Managers should model pushing back or giving upwards feedback so their teams feel comfortable doing the same. 4. Offer lots of praise and reinforce the behaviors you want to see so people trust that the norms set out are actually what's valued in the work place. And be patient! Your team member may not realize the trauma they carry from a previous work place until they experience something different. It may be 3 months in when you tell them for the 8th time that it's OK to give you feedback when they disagree that they finally take a chance and give you direct feedback. That may be frustrating for you as a manager, but for someone who was written up for insubordination every time they disagreed and threatened with termination, it may be a huge risk to disagree in the workplace. So be patient with your folks and recognize that all of these previous experiences combined with a tough job market could just mean they need a bit more support to show up as the best version of themselves.

Do you ever feel like you're everyone's "work therapist"? Where people come to you and share their stresses, strains, pains and more? On one hand, it's wonderful to be helpful, compassionate, and supportive. (And boy do we need that more than ever!) On the other hand, unless you're actually a licensed mental health professional, you may be overstepping your helping role. This can both tax YOU emotionally, and underserve someone who really would benefit from professional help. As a manager, your role isn’t to diagnose or provide therapy, but to create the conditions where your team member feels supported, respected, and connected to the right resources. Here’s a breakdown of what's actually MORE helpful than being everyone's quasi-therapist. 1. Notice and acknowledge Pay attention to changes in behavior, performance, or engagement. Approach with empathy: “I’ve noticed you seem stressed lately—how are you doing?” 2. Listen, don’t diagnose Offer a safe, nonjudgmental space to talk. Focus on listening and validating feelings, not fixing or labeling the problem. 3. Connect to resources Know your organization’s policies, Employee Assistance Program (EAP), or mental health benefits. Encourage them to access professional help if needed. 4. Adjust work supportively Explore flexible options (deadlines, workload, schedules) where appropriate. Reinforce that performance expectations remain, but show willingness to adapt. 5. Model healthy behaviors Set an example by taking breaks, managing stress openly, and respecting boundaries. Normalize conversations about well-being so team members feel safer sharing. In short: Your role is to notice, listen, support, connect, and model. You’re not their therapist; you’re their leader, creating a culture where mental health is taken seriously and help is accessible. #mentalhealth #wellbeingatwork #stress

While I’m a big advocate for remote work, there is a real downside to seeing each other less. 👇 It’s harder to know when you need to be asking: “How ARE you? How is your mental health?” So, what can we do about it? 1️⃣ Normalise the conversation, starting at the top. Talk about mental health. Tell your employees, hey, if you’re struggling in any way, I want to hear about it. 2️⃣ Train your HR teams and your managers to do the same. There has to be a trust factor. If I don't feel safe as an employee, I won't talk to you about it. 3️⃣ Proactively check in. If you think someone might be struggling, ask them if they’re okay. In the future, I see the potential of having a feedback mechanism to help. Not just a survey or review asking about performance and work/life balance—something that actually helps us to measure our employees’ happiness. In addition to: - How well is this person performing? We ask: - How happy are you in this job? - In your broader life? - How do you feel right now? All of this will help to create a culture where people feel comfortable talking about their mental health, and employers can feel empowered to provide help where and how it’s needed. What do you think? Am I on the right track? #mentalhealth #mentalhealthawareness #HR #humanresources