Let's Talk About Mental Health at Work - Because We Need To
- Leslie Speas
- May 7
- 3 min read
When I first entered the workforce, the unspoken rule was simple: "Leave your personal problems at the door.”
Thankfully, workplaces have evolved since then. There’s a growing understanding that employees aren’t just workers — they’re whole people with real lives, emotions, responsibilities, and challenges.
But despite that progress, many employees still don’t feel comfortable talking about mental health at work.
The need for support has never been greater. Nearly 1 in 5 adults in the U.S. experiences a mental health disorder each year, and about half of U.S. workers report burnout,
depression, or anxiety at moderate to severe levels.
The reality is this: people bring their whole selves to work whether they intend to or not. And because we spend so much of our lives at work, supporting employee well-being is no longer optional.
The American Psychological Association reports that the U.S. is facing a mental health crisis, making it clear that emotional well-being can no longer be sidelined in the workplace.
The good news is that supporting mental health doesn’t require a counseling degree. It starts with creating a culture of care, compassion, and human connection.
Recognize the Signs
Employees may not openly say they’re struggling, but there are often signs that something deeper may be going on.
Watch for:
Noticeable changes in mood or behavior
Increased irritability, sadness, or anxiety
Withdrawal from coworkers or work activities
Declining work performance
Emotional outbursts or tearfulness
Social isolation or disengagement
Use the CLEAR Framework
C — Caring Check-In
If you notice someone may be struggling, don’t ignore it. A simple check-in can make a meaningful difference.
Try asking:
“How are you doing personally?”
“I’ve noticed you seem a little off lately — how are you doing?”
“You’ve had a lot on your plate. How are you holding up?”
L — Listen Nonjudgmentally
Often, people don’t need someone to fix the problem — they need someone willing to listen.
Try to:
Put distractions away
Focus on understanding, not solving
Ask open-ended questions
Reflect back what you’re hearing
Questions like:
“What’s been weighing on you?”
“Do you want to share more about that?”
And if they’re not ready to talk: "I’m here if you ever want to.”
E — Extend Empathy and Reassurance
Empathy isn’t about having the perfect words. It’s about helping someone feel seen and understood.
For example:
“I can only imagine how difficult it must be balancing work while caring for your mom. That sounds incredibly stressful.”
Sometimes acknowledgment alone can help someone feel less alone.
A — Ask Open-Ended Questions
Ask thoughtful questions to better understand what support may help.
Try:
“What’s been most challenging lately?”
“What support would be helpful right now?”
R — Refer to Resources
You don’t have to solve every problem.
Sometimes the best support you can provide is helping someone connect with additional resources, such as:
An Employee Assistance Program (EAP)
HR support or accommodations
Mental health benefits or community resources
Sometimes just knowing support exists can help someone take the next step.
Final Thoughts
Mental health is no longer a side conversation in the workplace. It’s central to creating healthy, engaged, and sustainable organizations.
When leaders listen, show empathy, and respond with care, workplaces become more human — and ultimately stronger. Let’s lead with humanity.
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InfluenceHR Consulting offers Mental Health Support training. If you would like additional information, please reach out to leslie@influencehrconsulting.com
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