Why Your Workplace Needs to Talk About Mental Health (And How to Start)
In our previous blogs, we explored the mental health continuum and how individuals can use strategies like the PERMAH model to support their wellbeing. Now, let’s shift the focus to creating environments where open conversations about mental health are the norm, particularly in workplaces.
Encouraging these discussions is not only vital for supporting individuals but also for building a healthier, more resilient workplace culture.
Vulnerability is Strength: Leading by Example
One of the most effective ways to encourage conversations about mental health is for leaders to set the tone. When a manager or leader shares 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.
Creating Safe Spaces for Open Dialogue
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 Navigate Mental Health Conversations
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.
Final Thoughts: Why Early Intervention Matters
Encouraging open conversations about mental health is all about fostering a culture where it’s okay to talk. By leading with vulnerability, promoting resources, and training leaders and staff alike, organisations can create environments where mental health support is a priority.
In fact, the benefits of early intervention and wellbeing initiatives are clear. Australian businesses that invest in mental health programs can see a return of up to $2.30 for every $1 invested due to increased productivity and reduced absenteeism. Additionally, organizations that prioritize mental health tend to experience lower staff turnover and higher employee engagement, which significantly reduces recruitment and training costs.
Prevention is always better than a cure. By fostering a culture of early intervention, businesses can address mental health concerns before they become more serious issues. Not only does this create happier, healthier workplaces, but it also boosts overall performance and sustainability. The earlier we intervene, the better the outcomes—not just for individuals, but for the entire organisation.
Handy Resources
For more information on mental health and support strategies, check out these resources:
Mentally Healthy Workplaces Portal
Workplace Mental Health Toolkit – Black Dog Institute
Beyond Blue – What is Mental Health
Mental Health First Aid Training – Pharus Wellbeing
Understanding and addressing the mental health continuum is vital for creating a supportive and productive workplace. By taking proactive steps to recognise and respond to mental health needs, organisations can foster an environment where employees feel valued and supported, ultimately leading to better outcomes for everyone.
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 personalized support and advice, please consult with a qualified mental health professional.
