How leaders can foster year-round mental health conversations

As organisations strive to create workplaces that are not only productive but also supportive, fostering year-round mental health conversations has become a critical priority. Mental wellbeing is central to both employee engagement and organisational resilience, and proactive leaders play a key role in making mental health a foundational element of workplace culture.

There are a few key strategies that leaders can implement to normalise mental health conversations and build a supportive environment for their teams.

1. Cultivate a safe, open environment

Creating a safe space for mental health conversations starts with an environment of trust. Leaders should actively work to build a culture where employees feel comfortable discussing personal challenges, without fear of stigma or judgement. Research shows that psychological safety – where individuals feel secure enough to take interpersonal risks – is essential for open communication, and leaders can take several steps to foster it.

A) Model Vulnerability: Leaders can set the tone by sharing their own experiences with mental health or personal stressors. This modelling breaks down the stigma surrounding mental health and signals that it is okay to speak up. Even brief personal anecdotes can demonstrate that everyone, regardless of rank, faces challenges.

B) Check-Ins and Wellbeing Surveys: Regular team check-ins and wellbeing surveys can help leaders stay attuned to their team’s mental health needs. Managers can use these moments to show genuine interest in their team members’ wellbeing, signalling that mental health is a collective concern rather than an individual burden. For instance, incorporating a wellbeing check in weekly meetings normalises mental health discussions and invites employees to share in a low stakes setting.

2. Embed Mental Health into Core Values and Practices

For mental health initiatives to be truly effective, they must be woven into the fabric of the organisation’s mission, values, and daily practices. When mental health is consistently prioritised, it shifts away from being a “nice-to-have” and becomes a vital aspect of organisational culture.

A) Integrate Wellbeing into Values: When a commitment to mental health is woven into an organisation’s core values, it sends a powerful message that wellbeing is truly a priority. Leaders can reinforce this commitment through practical, everyday practices such as offering mental health days, flexible work arrangements, and policies that encourage work-life balance.

For example, at The School of Positive Psychology, we avoid scheduling late-afternoon meetings for team members who need to get home early to cook dinner with their families. We also empower employees to choose start times that align with their daily routines, allowing for a better balance between work and personal lives.

B) Accessible Mental Health Resources: Providing access to mental health resources, such as counselling services or employee assistance programmes, demonstrates a commitment to supporting employees holistically. Leaders should advocate for these resources and ensure employees are aware of and encouraged to use them. When leaders themselves refer to or utilise these resources, it reinforces that mental health support is an integral part of the workplace.

3. Empower Managers with Mental Health Training

Managers are often the first point of contact for employees facing mental health challenges. Equipping them with the right tools and knowledge is essential for a supportive environment where managers can recognise, respond to, and support mental health needs effectively.

A) Mental Health Training: Offering training in mental health awareness equips managers to better understand the signs of mental health struggles and respond with empathy and practical support. Programmes covering techniques in active listening, compassionate responses, and recognising early signs of burnout are invaluable.

B) Building Empathy and Psychological Safety: Leaders can reinforce the importance of psychological safety by training managers to listen and respond non-judgmentally to employees’ concerns. This helps build empathy and creates a climate where employees feel seen and supported. Managers should also be encouraged to engage in their own self-care practices, so they are in the best position to support others.

READ MORE: Leading from the front: First-of-its-kind mental health first aid for CEOs

Fostering year-round mental health conversations is more than a workplace initiative; it is a commitment to seeing employees as whole individuals with needs that extend beyond their job roles. By creating safe spaces for open dialogue, embedding mental health into organisational values, and equipping managers to support their teams with empathy, leaders can build workplaces that not only value productivity but genuinely care for people.

When leaders show that mental wellbeing is a priority, they create a ripple effect of compassion, resilience, and trust that resonates throughout the entire organisation. In this kind of environment, employees can thrive, not just professionally but personally, knowing they are valued for all they bring to the table, both on their best days and on the challenging ones.

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