Not a Therapist? No Problem! Tips to Support Employee Mental Health at Work

2024 is sounding the alarm: a whopping 70% of employees report feeling burned out, with nearly half admitting they’re just not thriving. Excessive workloads, unclear job roles, and dwindling work-life boundaries are among the top culprits. The ripple effect? Burnout is driving a 63% spike in turnover and a 13% nosedive in engagement. To keep employees engaged and present, leaders must foster workplaces where mental health is valued and visible.

Though you’re not a therapist, there are simple, yet powerful actions leaders can take to create a culture where well-being is championed. Here’s how:

Stay in Tune with Employee Wellbeing

Waiting until an employee’s mental health hits crisis mode isn’t the answer. A simple fix? Start by getting to know each team member’s “set point”—their usual mood and demeanor—through consistent, meaningful one-on-ones. These check-ins don’t need to be all about project updates; they’re a chance to understand your team beyond tasks and deadlines. The more familiar you are with their baseline, the easier it is to recognize when something feels off.

Try weaving these questions into your check-ins to encourage open dialogue:

• “How’s your workload feeling? Any areas where you’re feeling stretched or overlooked?”
• “Are there aspects of your role you want to dive deeper into or shift away from?”
• “What support from the team—or from me—would make a difference right now?”

These simple, intentional conversations can build a culture where employees express concerns before they snowball.

Cultivate Psychological Safety to Support Speaking Up

You’re not a therapist, nor are you a mind reader. It’s impossible to know the unique needs of each employee when it comes to enhancing their well-being. However, you can create an environment that encourages employees to speak up when they need support. For employees to feel comfortable discussing their mental health needs, they must experience psychological safety—a culture where they can voice their concerns without fear of repercussions. Leaders play a crucial role in fostering this environment by promoting transparency and practicing judgment-free listening.

• Be fully present and focused when someone is talking: When an employee shares a concern, put away your phone, avoid glancing at emails, and be fully present in the moment. This simple gesture shows respect, communicates that you value their thoughts, and strengthens the trust between you.
• Encourage team norms for respectful dialogue: Set meeting ground rules that foster respect, like “no interruptions,” “constructive feedback only,” and “be present.” These norms make it easier for employees to feel comfortable sharing, especially on sensitive topics.
• Acknowledge and validate their feelings: If someone shares a challenge or stressor, thank them for their openness. Avoid jumping in with solutions; instead, listen, validate their experience, and assure them they’re heard. This strengthens trust and reassures employees that they can be honest with you.

Model Mental Health as a Priority

Actions speak louder than words. Showing employees that mental health is important starts with how you handle your own. When leaders set boundaries around work hours, take breaks, and openly talk about their stress-management techniques, it sends a clear message: it’s okay—and encouraged—to prioritize mental health.

Whether it’s mentioning how you manage stress with mindfulness or telling your team about a day off you’re taking to recharge, these small, genuine acts make a difference. If your team sees you investing in mental health, they’ll feel more comfortable doing the same.

Supporting Mental Health is Good Leadership

Supporting mental health isn’t about being a therapist; it’s about creating an environment where people feel safe to show up as themselves. By making small, yet intentional adjustments—like checking in regularly, fostering safe spaces, and setting a visible example of self-care—you can help build a workplace where mental health is as much a priority as performance.