For Managers: Recognising Team Mental Well-being Challenges

What can you do as a manager?

 

As a manager,  you play a crucial role in shaping a healthy company culture. Being attuned to your team’s well-being is essential, 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. Ultimately, it is up to the individuals themselves to address their challenges. 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:

 

 

Listen and show interest 

 

“Show genuine interest in how someone is doing. Give people space to share their stories and listen. Don’t underestimate the two, often we find listening and creating space the hardest thing to do. Then offer help or support if someone needs it,” tips Kim.

 

Ask questions

 

Be aware that people sometimes play down their problems simply because they don’t want to burden others with them. Do not be afraid to ask further questions when someone tells you something and let them know they can talk to you.

 

How? 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”) or words with connotations (such as “annoying”, “irritating” or “challenging”). Let the other person know that you see and hear them (“it’s also a lot together”) if this is how it appears to you. This is how you let the other person know it is okay to elaborate.”

 

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 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. 

 

Schedule regular check-ins

 

Schedule a check-in with your team members regularly (e.g. every month) to talk about mental well-being, workload, stress and other possible factors affecting someone’s job happiness. This could include what someone wants to develop, for example, as well as impeding factors.

 

Notice something is up in between these check-ins? Sensitively touch on the topic: ask how things are going and, if possible, stay nearby for a while so the staff member can come to you himself.

 

What if there is more to it?

 

Listening is the most important step in giving mental challenges or problems space. Point it out if you don’t know the topic and discuss what may be needed together. Let your team articulate this. 

 

Often a listening ear is enough, but sometimes more is needed, such as a conversation with the company doctor or HR. Discuss this openly with the team members.

 

Are there heavier, more concerning themes at play? Then don’t be afraid to ask further questions, but also indicate that you don’t know how best to deal with this and that you will look for appropriate help together. 

 

 

If your company has partnered with us,  you can always recommend our support services to your team members. For instance, you might say to a colleague who is having a difficult time: “Did you know we have access to psychological support through OpenUp? I’ve used it myself and found it incredibly helpful. The professionals there can offer guidance on various challenges. I’ll send you a link to check it out.”

 

 

Sharing this link with your colleagues could open new opportunities for them and potentially transform their lives positively. A small gesture like this can make a significant impact, so don’t hesitate to take action! 

 

 

Are you interested in learning more about how to effectively engage in conversations about mental well-being with your team? Follow our course here for detailed guidance.