Let's Talk About Mental Health at Work
- Leslie Speas
- Mar 21
- 3 min read
Updated: Mar 22
When I first entered the workforce, the unspoken rule was clear: “Leave your personal problems at the door.” But thankfully, times have changed. There's a growing understanding that employees aren't just workers—they're whole people, navigating full lives with emotions, responsibilities, and real challenges.
Still, despite this progress, fewer than 4 in 10 employees feel comfortable talking about their mental health at work.
The truth is, we bring our whole selves to work—whether we intend to or not. And given that we spend most of our waking hours on the job, supporting employee well-being isn’t optional—it’s essential. The American Psychological Association reports that the U.S. is facing a mental health crisis, making it clear: emotional well-being can no longer be sidelined in the workplace.
Supporting mental health starts with fostering a culture of care and compassion. And no, it doesn’t require a degree in counseling. It begins with small, intentional actions.
So, what can we do?
Recognize the Signs of Struggle
First, it's important to recognize when someone is struggling. Sometimes employees won’t say they’re experiencing difficulties—but you may notice changes that hint that something deeper is going on. Here are some common red flags:
Noticeable changes in behavior or mood
Increased irritability, sadness, or anxiety
Withdrawal or disengagement from work or colleagues
Drop in work performance or personal hygiene
Emotional outbursts, mood swings, or tearfulness
Social isolation or avoidance
USE THE CLEAR FRAMEWORK
C - Caring Check-In
If you notice signs that others might be struggling, don't ignore them. A simple, caring check-in can go a long way.
Try incorporating questions like:
“How are you doing personally?”
Hey, I’ve noticed you’ve seemed a little off lately—how are you doing?
I just wanted to check in—how’s everything going for you right now?
You’ve had a lot on your plate lately. How are you holding up?
L- Listen Nonjudgmentally
We often think we’re good listeners—but in reality, we’re usually just waiting for our turn to talk. When someone’s struggling, what they need most is your full presence.
Try this:
Put distractions away and make eye contact.
Focus on understanding rather than fixing.
Paraphrase occasionally to show understanding
Ask open-ended questions like “What’s been on your mind?” or “Do you want to share more about that?”
If they’re not ready to open up, simply say, “I’m here if and when you ever want to talk.”
E- Extend Empathy and Reassurance
Empathy isn’t about having the perfect words—it’s about being willing to feel with someone. It means validating their emotions and showing that you care.
Example:
“I can only imagine how hard it must be to balance your job here with taking care of your mom. That sounds incredibly stressful.”
This kind of acknowledgment helps people feel seen and supported—which can be healing in itself.
A - Ask Open-ended Questions
Ask open-ended questions to find out more about what they are dealing with and to get a good understanding of how you might support them.
R - Refer to Resources
You don’t have to solve every problem. In fact, sometimes the best support you can give is connecting someone with additional help.
If appropriate, consider:
Referring them to your company’s Employee Assistance Program (EAP)
Pointing them toward HR for benefits or accommodations
Helping them understand what support resources are available
Sometimes, just knowing they’re not alone is enough to help someone take the next step.
Final Thoughts
Mental health is no longer a side conversation—it’s central to how we create thriving, human-centered workplaces. By listening, caring, and responding with empathy, we can make work a place where people are supported. Let’s lead with humanity!
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