At OpenUp, we are always looking for ways to encourage conversations around mental well-being in the workplace. In our recent OpenUp at the Workplace podcast, we had the privilege of speaking with Linda Gorissen, HR Director at Miele. Together, we explored the importance of values, leadership, and fostering resilience in the workplace. Here are some key insights from our conversation.
Creating a Culture of Mental Well-being: Insights from Miele’s HR Director, Linda Gorissen
🎙️ Our HR podcast “OpenUp at the workplace” is available onSpotify,YouTube, andApple Podcasts.
Defining Mental Well-being
Mental well-being can mean different things to different people. For Linda, it is all about resilience—the ability to cope with life’s challenges and adapt to whatever comes your way. “It’s not about being happy all the time,” she explains, “but about having coping mechanisms in place to deal with stress.”
At Miele, resilience is more than just a personal quality; it is embedded in the company’s culture. Linda shared how they regularly check in with their people leaders, encouraging open conversations about well-being. Whether it’s reflecting on one’s own mental state or discussing work-related pressures, Miele prioritises creating an environment where vulnerability and openness are welcomed.
The Value of Togetherness
One of the values that Linda holds dear is togetherness—the idea that we achieve more when we work collaboratively. This value extends beyond teamwork; it also shapes Miele’s approach to sustainability, emphasising that global challenges like sustainability require collective effort.
For Linda, togetherness is also about empathy and caring for colleagues. She believes that creating a supportive work environment—where people feel connected and valued—leads to better results. “If we want to achieve something, it’s much easier when we do it together,” Linda said. This value is reflected in how Miele approaches both business and employee well-being.
A Leadership Approach Built on Trust
Miele’s leadership development programme places a strong emphasis on building trust within teams. Linda explained that fostering psychological safety is key to creating an environment where employees feel comfortable sharing their thoughts and concerns. In fact, Miele regularly brings their people leaders together to discuss topics like psychological safety, well-being, and effective leadership.
An interesting practice at Miele is their reflection sessions at the end of management meetings. These sessions allow leaders to assess not only the content of their discussions but also the dynamics within the team. By reflecting on how they work together, they ensure that their decision-making is informed not just by facts and figures, but by how people are feeling and interacting.
The Aha Moment: From Managing Numbers to Managing People
Linda’s journey into understanding mental well-being started early in her career when she realised that leadership is not just about managing numbers, but also about connecting with people on a deeper level. After attending a course on how to communicate with children, she applied the principles she learned to her professional life. This experience made her realise the power of addressing emotions directly in conversations.
“I was in a tough meeting with a senior colleague, and instead of sticking to the facts, I acknowledged that he felt unappreciated. That simple shift in approach changed the entire conversation,” Linda shared. This was a turning point for her, showing how empathy and emotional awareness can transform workplace interactions.
MBTI and Understanding Personalities
As an MBTI-certified trainer, Linda shared insights into how understanding personality types can help foster better communication and relationships at work. She highlighted the importance of recognising where you and your colleagues get your energy from—whether from social interactions (extraversion) or from more solitary, reflective activities (introversion). This understanding helps teams function more effectively and supports mental well-being by ensuring that employees’ needs are recognised and respected.
Leading by Example: A Key to Fostering Well-being
One of the most significant themes that emerged from our conversation is the importance of leaders going first. Linda believes that leadership starts with modelling the behaviour you want to see in others. “You can put up posters or slogans about teamwork, but people will always look at what their leaders do,” she said.
At Miele, leadership means showing vulnerability and acknowledging when things aren’t perfect. This openness allows for more genuine connections and helps build resilience within teams. “Artificial harmony,” where people avoid conflict or hide their struggles, can create a toxic environment. Instead, Linda advocates fostering trust, encouraging honest conversations, and tackling challenges head-on.
Final Thoughts: Building Resilience Through Vulnerability
In closing, Linda emphasised that resilience in the workplace is built through vulnerability and trust. Conflicts and challenges are inevitable, but when there is trust and open communication, teams can face these difficulties and grow stronger.
For HR leaders and managers looking to foster mental well-being in their organisations, Linda’s advice is clear: “It starts with you. Be open, be vulnerable, and trust that your team will follow.”
OpenUp at the Workplace: Tune into All Conversations
We hope you enjoyed our HR podcast episode of “OpenUp at the workplace”. Whether you prefer to watch or listen, we invite you to tune into all our episodes on your favourite streaming platforms.
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