Have you ever noticed one of your team members behaving differently than usual? Perhaps they’re more absent, distant, or irritable. This is perfectly normal; nobody is happy all the time. But a shift in someone’s behaviour sometimes has a deeper cause, particularly if the pattern continues.
As a manager, keeping an eye on your team’s well-being is essential. By recognising the signs early, you can step in with the right support and help when it’s needed most. In this article, OpenUp psychologist Kim Schlüter explains the signs of team well-being challenges to look out for and how to address them proactively.
Characteristics of mental well-being challenges at work
Work-related stress, depression, and anxiety account for the largest proportion of work-related ill health cases, according to Mental Health Org UK. As a manager, you are extremely likely to encounter someone on your team dealing with a mental well-being challenge, so knowing how to approach these situations is essential. Let’s explore Kim’s advice below:
Behavioural changes
A person’s behaviour is often a reflection of how they feel. When someone isn’t feeling their best, it usually shows in how they interact with others.
Kim explains: “Everyone reacts differently. Some people become quieter and withdraw, while others may become more irritable, snap quickly, or try to avoid the situation altogether.”
As a manager, recognising these shifts can help you understand when a team member might need extra support.
Signs to watch out for include:
• Becoming easily distracted
• Looking and acting restless
• Difficulty controlling emotions
• Impatience
• Reduced interest in work
• Low in energy
• Irritable or easily irritated
• Appearing isolated or not socialising
• Looking sad or distressed
• Nervous or tense behaviour
Kim explains that people respond to difficulties in very different ways. Some may become quieter or withdraw, while others might seem more irritable, snap more quickly, or avoid certain situations. And it’s worth remembering that everyone has off days — irritability or a lack of focus doesn’t automatically signal a serious problem.
‘‘What matters is paying attention and checking in early when you notice a shift. Reaching out sooner rather than later shows you’re there for them and helps create a safer space to talk. After major life events, being a little more mindful can make a real difference,’‘ Kim explains.
It also helps to reassure your team that they don’t need to have the “perfect” conversation with you on the spot. They can talk things through with someone else first and come to you when they feel ready.
What can you do as a manager?
As a manager, you play a crucial role in shaping a healthy team culture. Being attuned to your team’s well-being takes practice, so taking the time to read and learn about this signifies a significant step forward.
That being said, it’s important to remember that despite your best efforts, you cannot resolve every challenge your team members face. Your role is to observe your team closely and cultivate a safe environment where everyone feels comfortable sharing their struggles and feelings openly. Let’s see how you can make that happen:
1. Listen and show interest
Show genuine interest in how someone is doing. Give people space to share their stories and listen.
For example, if a team member seems off, instead of jumping straight to solutions, try saying: “I’ve noticed you seem a bit distracted lately. Is everything okay?”
Then, let them talk without interruption. If they open up, follow up with: “Is there anything I can do to support you?” Sometimes, just knowing someone is there to listen makes all the difference.
2. Ask questions
Be aware that people sometimes downplay their problems because they don’t want to burden others. Ask further questions when someone on your team shares something personal, and let them know they can discuss it with you.
Kim advises, “The familiar ‘listen, summarise, ask through’ is a good way to do that. Address comments that downplay the situation, such as ‘it’s not so bad’. Let the other person know that you understand and hear them, so they feel comfortable elaborating more if they wish. For example, you can ask “What exactly do you mean by…”, “What exactly do you find difficult about…” or “If I understand correctly…”.”
When someone comes to you, they’ll likely appreciate it when you listen and show genuine interest without immediately offering solutions. Just sharing itself can be helpful. And remember to emphasise that these conversations remain between you and the team member.
3. Schedule regular check-ins
Regular check-ins are key to understanding how your team is really doing, not just in terms of workload, but also well-being, stress levels, and job satisfaction. Aim to schedule these conversations monthly or at a frequency that works best for your team. Go beyond tasks and performance by asking about stress levels, work-life balance, and any challenges they’re facing. Discuss growth opportunities as well as any obstacles holding them back, and keep the conversation informal so your team feel comfortable opening up.
If you notice something is off in between check-ins, don’t wait for the next scheduled meeting. Instead, check in casually by saying something like, “Hey, I’ve noticed you’ve seemed a bit overwhelmed lately. How’s everything going?” If they don’t feel like talking immediately, stay present, whether that means sticking around for a casual chat or simply making it clear they can come to you when they’re ready.
4. Know when more support is needed
Sometimes, simply offering a listening ear is enough, but other times, additional support is required, such as a conversation with HR or the company doctor. Be open about this and discuss possible options with your team members. If the situation involves more serious concerns, don’t be afraid to ask deeper questions, but also be honest if you’re unsure how to help. Reassure them that you’ll work together to find the right support. Creating a safe and proactive approach to well-being ensures that your team feel heard and knows they don’t have to navigate challenges alone.
Further support
You can always recommend our services to your team members. For instance, you might say to a team member who is having a difficult time: “Did you know we have access to well-being guidance through OpenUp? I’ve used it myself and found it very helpful. I’ll send you more information to check it out.”
