As we mark World Mental Health Day, I wanted to take a moment to talk about something close to my heart: how we, as line managers, can better support our teams' mental health. We all know that work can be stressful, and that stress can have a knock on effect outside of work.
Also, people have other pressures outside of work that can impact on their mental health 鈥 whether that is financial pressures, caring responsibilities or relationships. This can impact on mental health at work.
From my experience, there are a few simple yet powerful ways we can make a real difference.
1. Create a safe space for conversations
One of the most valuable things we can do as managers is to create an environment where our team members feel comfortable talking about their mental health. I鈥檝e found that even casual check-ins can open the door for someone to share if they鈥檙e struggling. Just asking, "How are you doing today?" and really meaning it can go a long way.
Remember that it is okay to not have all the answers鈥攖rust me, I鈥檝e been there! Sometimes, just listening without judgment is enough. I鈥檝e made it a habit to share a bit about my own challenges (when appropriate, of course) because it shows I鈥檓 human too. It鈥檚 amazing how this simple act of vulnerability can make someone feel safe enough to open up.
2. Be responsive to workloads and flexible with deadlines
Let鈥檚 be real鈥攚ork can be overwhelming, and it doesn鈥檛 help when someone is already feeling low. As part of my one to one meetings, we always discuss workloads. If someone is struggling to prioritise, it is my job as a manager to step in and help them break the task down or identify what is the most critical project.
It is important to empower your team to improve their own mental heath. Encourage them to set realistic deadlines or making sure you communicate when something needs to be done is important. When you understand everyone鈥檚 workloads and skills, it means that you can redistribute work if needed.
And let鈥檚 not forget about the importance of time off. If a team member hasn鈥檛 booked off annual leave, it鈥檚 important to remind them to take some time off.
3. Put on your own oxygen mask
This is a big one that took me a while to learn, and if I am honest, it isn鈥檛 always something I do myself. If we鈥檙e not taking care of our own mental health, how can we expect our teams to do the same?
I used to feel guilty about taking time for myself, but I鈥檝e learned that when I put my own wellbeing first, my team feels more empowered to do the same. Whether it is booking annual leave or blocking some time out in my diary to get a project done, or just finishing work on time. As a manager, I have to lead by example.
We set the tone, and if we鈥檙e always 鈥渙n,鈥 our team might feel they have to be, too. So, sometimes, just draft that email or teams message and send it in the morning rather than at 8 o鈥檆lock at night.
4. Recognise the signs and know when to offer support
While we鈥檙e not mental health professionals, we鈥檙e in a unique position to notice when something seems off. Maybe a usually chatty team member has gone quiet, or someone鈥檚 performance has dipped unexpectedly. These could be signs that they need support.
I鈥檝e learned to trust my instincts and approach these situations with kindness. It鈥檚 not about prying, but rather letting them know you鈥檙e there. A simple, 鈥淚t鈥檚 been a tough week, how are you doing?鈥 makes the world of difference.
And remember, it鈥檚 perfectly okay to guide someone towards professional support when needed. Having a list of available resources, like employee assistance programs or local mental health services, on hand is helpful.
There are also some fantastic courses you can do as a line manager. Whether it is a Level 1 Stress Awareness qualification or a Mental Health First Aid course. Educating yourself on mental health, is beneficial to yourself and your team.
5. Mental health awareness isn鈥檛 one day
Supporting mental health isn鈥檛 a one-off task鈥攊t鈥檚 an ongoing conversation. Build mental health awareness into your team culture, not just on World Mental Health Day. This could be as simple as sharing articles or supporting staff development by putting them on mental health courses.
Also, ask for feedback. I鈥檝e gotten some of my best ideas from team members who鈥檝e shared what they need to feel supported. It鈥檚 an evolving process, and there鈥檚 always room to improve.
Final thoughts
As line managers, we can make a significant impact on our team鈥檚 mental wellbeing. It doesn鈥檛 require grand gestures鈥攋ust empathy, understanding, and the willingness to be there. Let鈥檚 use World Mental Health Day as a reminder that our support matters every single day. After all, a team that feels supported is not just more productive, but also happier and healthier.
So, here鈥檚 to being more mindful, more supportive, and making mental health a priority in our teams. Because, at the end of the day, we鈥檙e all just people trying to do our best.
Take care of yourself, and let鈥檚 keep the conversation going!