Leading with Care — Supporting Mental Health in the Workplace
With nearly 1 in 5 adults experiencing mental health issues each year and the added pressures of today’s fast-paced, hybrid work environment, it's more important than ever for leaders to cultivate a workplace that supports mental well-being.
In our work with clients across many sectors, we hear again and again that leaders are feeling uncertain about how to support their people when it comes to mental health.
If this is something you are struggling with, asking yourself the following questions is a great place to start:
When a team member shares a mental health concern, do I listen without judgment and provide a safe space for them to express their feelings?
What actions have I taken to normalize mental health discussions and encourage openness?
How well do I understand the mental health resources available to my team?
How often do I check in on my team’s personal well-being and do I make it clear that their health matters to me?
Do I model a commitment to my own mental health and encourage my team to do the same?
Have I created an environment where team members feel comfortable taking time off for mental health reasons?
Read on to learn key principles for creating a culture that supports mental health and well-being.
Key Principles of Support
Cultivating emotional intelligence — particularly your ability to actively listen to your team members without judgment, acknowledge their feelings, and show genuine empathy — is essential to your leadership and organization. Leaders often worry about overstepping boundaries or saying the wrong thing when addressing mental health challenges. Starting with a compassionate and understanding approach can go a long way when setting a positive tone for conversation to flourish.
Creating a Supportive Environment
If you are committed to creating an environment that supports mental well-being but aren’t sure where to start — or are looking for some validation on initiatives you’ve started already — here are some strategies to consider:
Promote Open Communication: Encourage honest discussions about mental health. Leaders who openly discuss their own challenges can normalize conversations and powerfully reduce stigma.
This might sound like sharing a personal experience: "I've been feeling a bit overwhelmed lately and realized how important it is to get enough sleep and prioritize my mental health. If you're feeling the same, please know it’s okay to speak up."
Provide Resources and Training: Ensure that you and your team are aware of available mental health resources, such as Employee Assistance Programs (EAPs), counselling services, and wellness initiatives.
A couple of great places to start that our team and clients have found helpful are the Anxiety Canada and Canadian Mental Health Association websites.
Foster Work-Life Balance: Promote reasonable work hours and support flexible work arrangements when possible. Recognize and reward achievements that come without sacrifice to well-being.
We know this can be challenging, which is why we've developed programs that teach teams to set boundaries and find that sweet spot between productivity and self-care.
Lead by Example: Demonstrate self-care practices and prioritize your mental health. This could include taking regular breaks, engaging in mindfulness activities, or accessing wellness programs.
Communicate what you do to take care of yourself: “I'm going to step away for a quick walk to recharge. I encourage you all to take breaks when you need them — it really helps me stay focused and balanced."
Each of these strategies relies on leaders creating a culture of belonging and vulnerability. Your culture is how your team interacts with each other. Please reach out to 3fold if you are interested in learning more about how to develop a positive and healthy culture.
Handling Performance and Productivity
If mental health concerns impact performance, approach the situation with empathy and flexibility. Collaborate with your team to explore reasonable accommodations that support their well-being while maintaining productivity standards. This could involve resetting completion dates, adjusting workload distribution, or temporarily modifying responsibilities.
When It’s Time for Professional Help
While you can offer support and understanding, it's essential to recognize the limits of your role. For example, if you notice that a team member has been consistently withdrawn, struggling to complete tasks, or expressing feelings of being overwhelmed, it may be time to suggest they seek professional help. Encouraging them to speak with HR or consult with a mental health professional — perhaps as part of an extended health benefits plan — demonstrates your commitment to their long-term health and success.
Check out our comprehensive guide that includes a script for navigating mental health conversations confidently.
Managing mental health conversations as a leader requires sensitivity, knowledge, and a commitment to learning. By equipping yourself with resources and approaching these discussions with sincerity, you can generate a workplace culture that values mental health and supports every team member's well-being.