World Mental Health Day: Supporting mental health in the workplace as a manager

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 – 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.

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’ve found that even casual check-ins can open the door for someone to share if they’re 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—trust me, I’ve been there! Sometimes, just listening without judgment is enough. I’ve made it a habit to share a bit about my own challenges (when appropriate, of course) because it shows I’m human too. It’s amazing how this simple act of vulnerability can make someone feel safe enough to open up.

Let’s be real—work can be overwhelming, and it doesn’t 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’s workloads and skills, it means that you can redistribute work if needed.

And let’s not forget about the importance of time off. If a team member hasn’t booked off annual leave, it’s important to remind them to take some time off.

This is a big one that took me a while to learn, and if I am honest, it isn’t always something I do myself. If we’re 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’ve 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’re always “on,” 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’clock at night.

While we’re not mental health professionals, we’re in a unique position to notice when something seems off. Maybe a usually chatty team member has gone quiet, or someone’s performance has dipped unexpectedly. These could be signs that they need support.

I’ve learned to trust my instincts and approach these situations with kindness. It’s not about prying, but rather letting them know you’re there. A simple, “It’s been a tough week, how are you doing?” makes the world of difference.

And remember, it’s 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.

Supporting mental health isn’t a one-off task—it’s 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’ve gotten some of my best ideas from team members who’ve shared what they need to feel supported. It’s an evolving process, and there’s always room to improve.

Final thoughts

As line managers, we can make a significant impact on our team’s mental wellbeing. It doesn’t require grand gestures—just empathy, understanding, and the willingness to be there. Let’s 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’s to being more mindful, more supportive, and making mental health a priority in our teams. Because, at the end of the day, we’re all just people trying to do our best.

Take care of yourself, and let’s keep the conversation going!