In our previous blogs, we explored the mental health continuum and strategies like the PERMAH model to support individual wellbeing.
Now, let’s shift our focus to creating environments where open conversations about mental health are the norm in workplaces.
Encouraging these discussions is crucial not only for supporting individuals but also for building a healthier, more resilient workplace culture.
Vulnerability is strength!
One of the most effective ways to encourage conversations about mental health is for leaders to set the tone. When managers or leaders share their own mental health challenges, whether it’s about overcoming stress or seeking support, it normalises these conversations. Brené Brown, in her TED Talk, highlights that vulnerability is the key to building trust and fostering real connections. When leaders are open, they send a powerful message: it’s okay to talk about mental health.
In my experience, opening up about my own struggles has created an environment where others felt safe to do the same. It builds trust and helps break down barriers. As leaders, we don’t have to be perfect – just human. And that’s often enough to encourage others to take that first step toward seeking help.
Creative Safe Spaces
For mental health conversations to flourish, employees need to feel safe. Establishing confidential channels like anonymous surveys, helplines, or even open-door policies helps staff share their concerns without fear of judgment. But remember, it’s crucial to follow through on the feedback you receive. When employees see their input being acted on, it builds trust and ensures they will engage in future conversations.
Handy tip:
Make sure staff know that their feedback leads to action. Whether it’s adjusting policies or providing new resources, keeping communication open so they feel heard.
Training leaders to have those convos
Many leaders are promoted for their technical skills but may not have formal training in managing people’s wellbeing. That’s why it’s essential to equip managers with the skills to recognise signs of mental health struggles and confidently approach these conversations. Early intervention can make all the difference, so training your leaders is a key step toward fostering an open mental health culture.
Tip:
Offer workshops or Mental Health First Aid training so leaders can feel more prepared to support their teams.
Promote Mental Health Resources… regularly!
A common issue organisations face is low utilisation of mental health resources, like Employee Assistance Programs (EAPs). Often, the problem isn’t that employees don’t need the service, it’s that they don’t know how to access it or what it entails.
During my time overseeing the EAP program at a large healthcare organisation, we achieved an unusually high utilisation rate compared to other hospitals. This wasn’t a reflection of a negative work environment but rather the result of our efforts to create a culture of mental health awareness and support. We weren’t perfect, but we worked hard to get the message across about the importance of the service and encouraged employees to seek help when they needed it.
This approach was like a promotional roadshow, ensuring everyone knew how EAP could help them. It wasn’t enough to just offer the service; we needed to actively promote it to ensure staff knew how to use it.
Actionable tip:
Keep promoting your mental health resources—don’t just mention them once. Reinforce the message through newsletters, meetings, and easy-to-access resources.
Building a culture of peer support
Finally, promoting mental health is a team effort. While leaders play a big role, colleagues can also support one another by building a culture of peer support. Training Mental Health First Aiders within your team is a great way to create a network of people who are equipped to have these conversations.
Actionable tip:
Create opportunities for peer support through training programs and regular check-ins.
Disclaimer:
The information provided in this blog, including any linked content and suggested resources, is for general informational purposes only. Pharus Wellbeing and its employees do not have knowledge of your specific circumstances, and the content here is not intended to be a substitute for professional advice. For personalised support and advice, please consult with a qualified mental health professional.
