How managers can improve mental health in the workplace

We need to start having REAL conversations about mental health at work.

And with “mental health” in the workplace, we mean an environment where your team feels safe, supported, and ready to bring their best selves to work every day. It's not just about preventing burnout or stress, but finding that sweet spot where everyone can thrive and reach their full potential.

For individuals, it means improving quality of life and cutting down the risk of stress-related illnesses. For the organisation, it leads to higher engagement, stronger loyalty, and a serious reduction in absenteeism and turnover. It's a win-win..

Why mental health matters and how it affects business

The numbers are rising - sick leave and lost productivity are increasing, and more employees are taking time off for mental health than physical illness. This creates a cycle: one person’s absence adds pressure to the team, leading to stress, burnout, and disengagement. And disengaged employees bring reduced creativity, collaboration, and focus, which impacts team performance and overall work quality.

And let’s not forget about turnover. Teams that feel unsupported are more likely to see people walk out the door, and replacing staff is not only costly but disrupts workflow and damages team cohesion.

Addressing mental health is no longer a “nice-to-have” - it’s essential. A mentally healthy workplace boosts engagement, loyalty, and productivity while reducing absenteeism and turnover. Supported employees go the extra mile, driving better results and business growth. Simply put, investing in mental health benefits both your people and your bottom line.

Leaders set the tone for their teams

Whether it's creating a supportive environment or simply checking in, leadership plays a massive role in promoting mental health. Leaders aren’t expected to be therapists, but they can create a culture where it’s okay not to be okay. By normalising conversations about mental health and showing empathy, leaders can foster trust and psychological safety.

How to create a mentally healthy culture

So, how do you get started? Here are actionable steps to create a more mentally healthy culture, inspired by insights from Michell Hansson, COO and psychologist at Braive:

1. Talk about mental health regularly

Mental health deserves as much attention as physical health. While many companies promote wellness programs and gym memberships, how often do we have open conversations about mental wellbeing? Normalising these discussions is crucial.

Do this:

Make mental health a regular agenda item in team meetings and one-to-ones. This could be as simple as asking, “How are you feeling, really?” Create space for your team to share their experiences and encourage openness without fear of judgement. It’s also important to use these conversations to understand your team’s challenges and be proactive in addressing them.

Start small, but be consistent.

To truly impact your team’s wellbeing, you need to take regular, consistent steps. Start by introducing ongoing mental health check-ins during team meetings or one-on-one conversations. Make sure employees have easy access to resources like mental health apps, counselling services, or stress management programs. Small actions taken regularly create a foundation that employees can trust. Over time, this builds a culture where mental health is an everyday priority, not just a box to tick.

Michell Hansson emphasises the importance of structuring mental health support in the workplace, rather than relying on one-off initiatives. As he points out: "One yoga session won’t solve everything." It’s the consistent, sustained efforts that truly make a difference. By normalising these conversations and providing regular support, you show your team that mental health is just as important as hitting project deadlines.

Regularly discussing mental health reduces stigma, making it easier for employees to ask for help before they reach a breaking point.

2. Provide tools and support

To truly support mental health in the workplace, having the right tools and resources in place is crucial. These tools provide the framework that allows employees to feel safe, supported, and heard.

When leaders combine data-driven insights with practical mental health programs, they create an environment where well-being is prioritised alongside business performance.

Do this:

Use these essential tools - that every workplace should have in their toolkit - to support your team’s mental health.

• ‍Regular pulse surveys give leaders real-time insights into how their team is feeling. They provide a quick and anonymous way for employees to express their wellbeing, giving you a clear snapshot of the team's overall mental health at any given time. Winningtemp’s temperatures are a brilliant example of how you can gather these insights, helping managers keep a pulse on their teams’ engagement, stress levels, and mental health trends.
  
  The power of pulse surveys is that they provide ongoing feedback, allowing leaders to act before minor concerns escalate into major issues. Armed with this data, leaders can pinpoint areas of concern - whether it's workload, team dynamics, or personal stress - and take proactive steps to address them. This regular check-in shows employees that their feelings and well-being matter, and that the organisation is committed to making changes based on their feedback.‍

• Giving employees access to professional mental health support is a must for any workplace that cares about well-being. Whether it’s through programs like EAPs or external platforms like Braive, it’s important for employees to have confidential help when dealing with stress, anxiety, or burnout. For example, Braive is an AI-powered platform that improves mental health care with clever diagnostic tools and personalised treatment plans. It connects patients and clinicians to create tailored care paths and uses data to improve treatment success. With ongoing support and monitoring, Braive aims to make mental health care easy to access and based on solid research.
  
  Platforms like Braive offer different types of support like counselling, stress tools, or even sleep and mindfulness resources, so everyone has something that works for them. This way, all employees have the right tools to handle their mental health, not just in extreme cases but in their day-to-day life.
  ‍‍

• Use anonymous feedback systems. While pulse surveys and support programs are invaluable, some employees may still feel uncomfortable speaking up directly about their struggles. By allowing everyone to voice their concerns, anonymous feedback systems ensure no issue goes unnoticed. This helps leaders catch hidden problems early and shows employees that their opinions are valued, whether they choose to share them anonymously or not.

3. Offer flexible solutions

Work-life balance isn’t a luxury - it’s essential to mental wellbeing. Offering flexible working arrangements, such as remote work options, flexible hours, or personal days, can make a huge difference in how employees manage stress and maintain their mental health. Flexibility allows employees to recharge mentally and physically, giving them the time and space they need to handle personal or family matters without feeling overwhelmed.

Mental health struggles can’t always be managed within the constraints of a strict 9-to-5 workday. By providing flexible solutions, you’re acknowledging that life happens, and you’re helping your employees balance their personal and professional lives in a way that works for them. A little flexibility can go a long way in reducing stress and preventing burnout.

4. Lead by example

When it comes to mental health, actions speak louder than words. Michell Hansson highlighted this perfectly - leaders need to show their own vulnerabilities. When leaders are open about their struggles, they create a ripple effect of psychological safety throughout the team. Sharing your personal challenges or even admitting when you’re not feeling 100% sends a powerful message that it’s okay not to be okay.

By being honest about your own mental health, you not only build trust, but you also encourage your team to feel safe sharing when they’re facing challenges. This fosters a supportive culture where employees feel they won’t be judged or penalised for speaking up. It’s through this openness that teams become more resilient, more connected, and better equipped to handle stressors together. Vulnerability is strength, and when leaders model this, it allows others to do the same, creating a workplace where people truly feel safe to be themselves.

Do this:

Create a safe space for conversations.

Open communication is at the heart of a mentally healthy workplace. Employees need to feel safe discussing their mental health challenges without fear of judgement or negative consequences. This means fostering a culture of openness where these conversations are encouraged. As a leader, you need to model openness and vulnerability yourself. Share your own challenges and make it clear that mental health is a priority for everyone. When employees see leaders being transparent and empathetic, they’re more likely to feel comfortable opening up themselves.

Michell Hansson highlights the power of leaders sharing their own vulnerabilities to create psychological safety. When you lead by example, you create an environment where employees know it's okay to not be okay - and that they will be supported, not judged, when they ask for help.

5. Watch for signs of mental health struggles

As a manager, knowing your team well enough to spot when something is off is super important. Mental health struggles can show themselves in various ways, and these changes are often subtle at first. However, if you’re paying attention, you can catch these early warning signs and offer support before things escalate.

Here’s a quick checklist of common behavioural changes to watch for:

• Increased absenteeism: If a normally punctual employee starts missing work more frequently, or their sick days suddenly increase, it could be a sign that they’re struggling with their mental health. Often, employees may call in sick to avoid facing overwhelming stress or anxiety at work.
• Withdrawal from team activities or conversations: Is someone on your team becoming more isolated? If a previously engaged employee starts pulling away, avoids social interactions, or declines team activities, it’s worth checking in. Withdrawal is often a coping mechanism for stress, anxiety, or depression.
• Reduced productivity or focus: Has a high-performing employee’s output suddenly dropped? Are they making more mistakes than usual or having trouble concentrating? Mental health struggles can significantly affect cognitive functions like focus, memory, and decision-making, leading to noticeable changes in work quality and productivity.
• Emotional outbursts or uncharacteristic irritability: If an employee who is typically calm and collected begins to have frequent emotional outbursts, becomes easily irritated, or starts displaying erratic behaviour, it may be a signal that they’re overwhelmed. Stress and burnout often manifest in heightened emotions and reactions.

Don’t ignore these signs. It’s easy to hesitate, thinking it’s personal or not wanting to overstep, but as a leader, you can have a huge impact on your team’s wellbeing.

If you notice something’s off, start the conversation. Make sure your team knows that mental health support is available and accessible. The sooner you act, the better chance you have to help the person back to wellbeing and show the rest of the team that you genuinely care about their wellbeing.

Let's sum it up

Supporting mental health in the workplace isn’t just another checkbox to tick off; it’s a critical ingredient for building a thriving, engaged, and high-performing team. When mental health is prioritised, employees feel valued, supported, and empowered to bring their best selves to work each day. It’s not just about preventing burnout or absenteeism - it’s about creating an environment where people can grow, innovate, and collaborate without the weight of stress and anxiety holding them back.

Clearly, this is an area that needs attention. Remember, though, that progress starts small. You don’t have to tackle everything at once; by taking that first step today, you can make a significant impact.

To explore how Winningtemp can support your journey towards better mental health in the workplace, get in touch with us today.