Payal, a high-performing project manager, had been unusually withdrawn and was making more mistakes at work. While most colleagues assumed they were just busy, their teammate Aditya checked in with a simple, "Hey, I've noticed you've been staying late a lot. Everything okay?" At first, Payal brushed it off, but Aditya’s genuine concern made them open up about feeling overwhelmed. Aditya listened without judgment, offered to help with a few tasks, and encouraged them to set better boundaries. This small act of allyship helped Payal regain balance and fostered a more supportive team culture.

Payal, a high-performing project manager, had been unusually withdrawn and was making more mistakes at work. While most colleagues assumed they were just busy, their teammate Aditya checked in with a simple, "Hey, I've noticed you've been staying late a lot. Everything okay?" At first, Payal brushed it off, but Aditya’s genuine concern made them open up about feeling overwhelmed. Aditya listened without judgment, offered to help with a few tasks, and encouraged them to set better boundaries. This small act of allyship helped Payal regain balance and fostered a more supportive team culture.

Mental health is a crucial aspect of overall well-being that is often overlooked in fast-paced work environments. According to 1to1help’s State of Wellbeing Report, 2024, of all the participants who took the elective pre-screening prior to their first counselling session, 87% screened positive for signs of depression and 86% of participants screened positive for signs of anxiety.

Based on the statistics above, it is evident that stress, anxiety, depression, and similar challenges are common issues faced by employees. A supportive workplace can play a crucial role in improving their mental health.

And a key element of a supportive workplace is having colleagues who offer support.

Here’s How You Can Support Your Colleagues' Mental Health

1. Foster Open Conversations: A simple “How are you feeling today?” can create space for honest conversations. Listen without judgment, offering support rather than quick solutions. If you share personal experiences, do so carefully, ensuring the person is open to hearing advice.
2. Offer Practical Support: Help ease a colleague’s burden through small, thoughtful actions. For example, assist with tasks or remind them to take breaks. Respect their workload by avoiding last-minute requests and being mindful of their time.
3. Recognise Signs of Distress: Pay attention to subtle signs of stress or burnout, such as withdrawal from social interactions, a drop in performance, irritability, or exhaustion. If you notice changes, check in privately and offer support.
4. Respect Work-Life Balance: Encourage colleagues to respect their own boundaries. Avoid messaging outside working hours, remind them to take breaks, and support flexible work arrangements. Acknowledge the importance of downtime in preventing burnout.
5. Encourage Professional Help When Necessary: If a colleague expresses distressing thoughts, take it seriously and encourage them to seek professional support immediately, through your company’s Employee Assistance Programme.

How Managers and Senior Leaders Can Be Mental Health Allies

It’s important to build TRUST to effectively help your team with their emotional and mental health.

1. Target: Aim to foster an environment where employees feel comfortable sharing their well-being concerns. For example: "I want to ensure that you feel listened to and supported when managing your emotional health."
2. Role reverse: Understand their viewpoint. Recognise signs of distress and validate their emotional experience without jumping to conclusions. For example: "I can imagine things might feel overwhelming for you at the moment."
3. Unpack: Identify behaviours and their impact. Practice active listening to understand the employee’s challenges without judgment. For example: "I’ve noticed you seem more withdrawn. It looks like you might be feeling stressed. Is that correct?"
4. Share: Take responsibility for your actions and response. Be self-aware and manage your emotions effectively. Gently offer guidance toward professional resources. For example: "What type of support would be most helpful to you right now?" or "Have you found anything helpful in managing similar challenges in the past?"
5. Transform: Implement action steps for resolution. Provide ongoing support without pressuring for immediate action. If the employee’s needs exceed your role, follow the referral process with their consent and check in afterward. For example: "Let’s check in next week to see how things are going. In the meantime, here are some resources that might be useful."

By adopting these practices, employees, managers, and leaders can contribute to a supportive work environment where mental health is prioritised, creating a healthier, more productive workplace for all.

Being a mental health ally doesn’t require grand gestures—sometimes, the smallest actions have the biggest impact!