The mental health of your team

“How’s your mental health?” 

I’ve been coaching leaders, managers and teams for 20-plus years, and I recently asked a new client this question during our intake session. I’ve never done that before. 

Usually when I am done asking about their world at work and home, I ask them a few questions about their physical health, medications etc... This time I felt there was another question to ask.

For a second, I waited anxiously, wondering if they’d be comfortable opening up so soon.

But instead it quickly turned into an engaging, far-reaching conversation as we talked candidly about anxiety and stress triggers at work. 

I realize we’re talking much more about mental health these days, but there’s still so much that gets left unsaid. 

So, let’s open the door and start talking openly about mental health with our team members and colleagues, family and friends.

Starting the conversation 

I want to be clear that I’m not a counsellor or a therapist, but I have learned that authentic engagement starts with truth, openness, compassion, and empathy in my coaching work.

I’m such a strong advocate for supporting mental health because it has affected many people in my family and social circles and I know we are not alone.

I know first-hand that there’s a lot of denial, guilt, shame, and misunderstanding attached to mental health. And in the workplace, there can be a stigma that it’s somehow showing a sign of weakness. 

I’ve decided I’m going to start openly talking about it. What would you do if you saw a team member limping into work with a grimace on their face? Ignore it? Of course not. You’d asked them if they’d seen a doctor or physiotherapist. 

Unfortunately, mental health struggles aren’t always apparent because people are so used to hiding it, and it’s sometimes a more complex topic to broach.

As leaders, we have a responsibility to connect with and support the mental health of our employees. 

It doesn’t mean you need to become their armchair therapist. Just asking someone how they are doing and letting them know they’re not alone can make a difference. Once the door is open, you may encourage them to get help and tell them what types of support are available through your company or outside work. 

I’ve had conversations with clients and asked direct questions that have led them to seek help. 

 Show vulnerability 

If you’re discussing mental health, there’s got to be trust. Make sure your team member knows upfront that this isn’t about job performance - it’s about you caring for them as a person, not an employee.

In my newsletters many times before, I’ve said that it’s important to go first as leaders. Share a struggle you’ve been through in your life. Show them vulnerability is not weakness.  

If an employee is outwardly showing signs of having a rough time, try to find out why. For example, maybe they’re working too late, or an unclear assignment is causing them stress. 

There may be things that you can do to support them to alleviate some pressure.

This discussion could lead them to examine other things in their life outside of work that may be contributing to their struggle. It’s an invitation for them to acknowledge something’s not right and figure out what they can do about it. 

Creating a culture that supports mental health

A manager can’t always see signs that somebody might be struggling with mental health, but you can be proactive with your team to let them know that it’s something that touches many people, especially during challenging times, like in the pandemic. 

Start the conversation rather than avoiding the issue, and then make sure you have frequent check-ins to normalize it. 

Creating a culture that prioritizes mental health will positively influence employee happiness, engagement, productivity, and retention. It’s a win-win.