As societal attitudes towards mental health continue to evolve, conversations surrounding this once-taboo topic have gained momentum, gradually breaking down long-held stigmas. However, barriers still exist in the workplace. Employees may be reluctant to disclose their mental health challenges for fear of discrimination or judgment.
In this context, managers bear a pivotal responsibility in creating a supportive environment that nurtures their employees’ mental health. Below, 19 Forbes Business Council members share some specific actions managers can take to reduce mental health barriers and support their employees.
1. Genuinely Listen
One thing I have found effective in my experience is authentically listening and relaying that mental struggles are normal and should not be hidden. Leaders and future leaders all encounter varying degrees of mental challenges. Making everyone appreciate that having challenges and sharing those challenges is entirely normal is a huge start, but you also have to have people who genuinely listen and resolve issues. – Ian Wilding, Hangar 75
2. Host Recurring Discussions
One specific action that can positively impact your team is implementing regular check-ins to discuss their mental health. Encouraging open conversations about mental health can help reduce the stigma surrounding mental illness and create a safe environment for individuals to express their concerns. – Michael Shribman, APS Global Partners Inc.
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3. Build Trust While Respecting Boundaries
Managers need to build trust with their employees before they can have an open conversation about mental health issues. Managers can lead by example, but they should not cross the personal boundaries of employees if those individuals decide to keep their mental health issues private. – Denys Grabchak, Performetry
4. Understand What Impacts Mental Health
Create awareness, be kind and teach acceptance. Communication and understanding on a human level is key. We must put together sessions that create awareness of what exactly contributes to good mental health at work. We must also learn to differentiate. People excuse poor performances and irresponsible behaviors with the thought that difficult conversations and decisions may hamper mental health. – Neha Madaan, Vanator
5. Encourage Open Communication
One specific action a manager should take to support employees’ mental health is to promote open communication. Encouraging honest conversations and actively listening while also providing access to mental health resources creates a supportive environment where employees feel safe to seek help and share their challenges. – Henri Al Helaly, Skytex Aero
6. Be Accommodating
Provide flexibility in work arrangements, such as flexible hours or remote work options, to accommodate employees’ mental health needs. Recognize that individuals may require different approaches to manage their mental well-being effectively. – Deyman Doolittle, ShipSigma
7. Give Employees A Break
Offer extra paid days off for employees to recharge. Recognizing that mental health is crucial for overall well-being and productivity and offering extra time off allows employees to prioritize their mental health, reduce stress and prevent burnout. When implementing this approach, communicate openly and encourage employees to utilize these additional days off without fear of judgment or negative consequences. – Mark Snell, Polestar Plumbing, Heating & Air Conditioning
8. Implement One-On-One Meetings
Schedule regular meetings with employees to discuss their well-being, work-related stressors and any support they may need. Actively listen, provide empathy and offer appropriate resources or referrals based on their needs. – Chase Flashman, ShipSigma
9. Lead By Example
Managers should lead by example by openly discussing mental health and well-being themselves. They can share their own experiences or struggles, if comfortable, to create a safe space for employees to do the same. This helps to normalize conversations around mental health and signals that it is acceptable to seek support. – Monika Ilieva, Cafe De Anatolia
10. Ensure A Judgement-Free Environment
Create an environment where employees feel comfortable discussing their mental health concerns without fear of judgment or negative repercussions. Encourage open and non-judgmental communication, and let employees know that their well-being is a priority. Actively listen to their concerns, validate their experiences and provide appropriate support or resources when needed. – Quanique Johnson, LQ Logistics LLC
11. Maintain Two-Way Communication
Putting the health and safety of team members first is critical—especially with regard to mental health. One way that managers can do so is by maintaining open and regular two-way communication. This can happen through access to company mental health hotlines, employee surveys (with the option to be anonymous), regular check-ins and team-building events. – Jennifer Twiner McCarron, Thunderbird Entertainment Group
12. Offer Flexibility If Needed
Many people overlook the power of reasonable adjustments for people with mental health conditions. Starting an open conversation with employees about what this means and what’s available to them will help them feel more comfortable in asking for their own reasonable adjustments. This will provide more comfort at work and give them an environment they can thrive in. – Jess Shanahan, Jet Social
13. Ask Better Questions In The Right Space
Create the space for proper conversations. Ask about their life, how they feel, where they feel supported and where they feel overwhelmed. A great question to ask is, “Tell me what’s working and not working for you right now.” It forces them to find a positive and share something that is hard or they are struggling with. As leaders, we need to ask better questions. – Jaime Taets, Keystone Group International
14. Prioritize Your Mental Health First
Managers should lead by example by prioritizing their own mental health. This can include openly discussing self-care practices, taking breaks and demonstrating work-life balance. By modeling positive behavior, managers encourage their employees to do the same. – Elie Y. Katz, National Retail Solutions (NRS)
15. Ask ‘How Are You?’
While mental health is a complex issue, supporting staff starts with three simple words: “How are you?” Checking in with them and showing genuine interest in their personal lives is the crucial first step to learning what they’re going through, what keeps them up at night and what they’re excited about. When they know you’re concerned, the mental health conversation can be more open and engaging. – Adam Povlitz, Anago Cleaning Systems
16. Reframe The Way You View Triggers
When we speak today about triggers for upsetting workers’ mental health, we’re generally speaking of practices that are part of the culture. For instance, requiring people to work overtime regularly creates burnout for some workers. When individuals experience mental health problems, you can help them by viewing it as a team culture challenge and engaging the team in eliminating the triggers. – Jerry Cahn, Age Brilliantly
17. Don’t Ignore Employees In Need
Managers should always pay attention to their employees and be there to listen when they have a problem. I’ve learned the hard way not to ignore calls for help. Whether it’s a crisis at home that is affecting job duties or simple stress from working too many hours in a busy season, be compassionate and let them know sometimes everyone needs professional help. – Tammy Sons, Tn Nursery
18. Proactively Break The Stigma
Start by openly discussing your own mental health struggles and encourage others to do the same. Create a culture where vulnerability is celebrated and employees feel safe seeking support. Implement mental health training and resources, destigmatize mental health conversations and show genuine empathy and understanding. Lead by example and watch the barriers crumble. – Chris Kille, Payment Pilot
19. Check In Consistently
Managers should regularly check in with employees. This can be done by creating a safe, confidential space for open conversations about mental health and providing resources such as employee assistance programs to support their well-being. – Salvador Ordorica, The Spanish Group LLC
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