May 1, 2024

How to support your team through mental health challenges

TELUS Health

According to the Canadian Mental Health Association, mental illness indirectly impacts all Canadians at some point through their lives, or that of a family member, friend, or worker. For many businesses, mental health issues (particularly depression and anxiety), left unaddressed, can result in loss of productivity and lower employee engagement at work. Supporting the psychological health of employees has become a business priority for organizations in every sector.

Supporting workplace mental health

Every workplace is unique, but a psychologically healthy workplace includes the following features:

• encouraging and expecting respectful behaviours and having clear guidelines regarding harassment and bullying
• clearly defining employees' objectives and responsibilities
• creating a safe environment for people to voice their opinions on subjects that concern them
• recognizing good work and service
• supporting affinity or employee resource groups
• fostering professional development and learning opportunities
• providing resources for those who need help and programs to reduce the stigma of mental health issues

Supporting your team

As a people leader, you play a significant role in creating and maintaining a psychologically safe workplace. Here are few strategies to keep in mind:

Have regular one-to-one conversations with team members to ask them how they’re doing. This will help build trust and give people opportunities to talk about both professional and personal issues.

Know your team. By getting to know your team, you’re more likely to notice early signs of struggle. These might include:

• changes in behaviour, mood, or interactions with others
• drop in productivity, engagement, and focus
• appearing tired, anxious, or withdrawn
• difficulty making decisions, solving problems, or getting organized
• increased absence from work

Encourage people to take breaks and vacations.

Find ways to have fun as a team.

Lead by example. Be seen as honest, fair, and respectful. Praise good work, be a coach and mentor, support people’s professional development, and take care of your own mental health.

Having a conversation about mental health

Discussing performance or behavioural issues with employees is never easy. Here are some tips to get a conversation started:

Choose a comfortable, private space where you won’t be interrupted.

Ask open and nonjudgmental questions. Be sure to let the individual explain what they’re experiencing and what support they need. Ensure the employee that your conversation will remain private and confidential.

If you suspect that someone might be struggling with a mental health challenge, encourage them reach out for support. Don’t make assumptions. You could suggest they speak to their doctor, a mental health professional, or your organization’s assistance program (or EAP). Your internal HR professional is also a good resource for support and guidance.

Work to find ways to support the employee. For example, you might move them to a quieter location, adjust their responsibilities, or modify their work schedule if possible.

It’s a good idea to take notes about the conversation and seek advice or guidance from your human resources department as needed. Contact the assistance program for more resources to help you better support the mental health of your team.