Could Your Managers Spot the Signs of Poor Mental Health at Work?

Could Your Managers Spot the Signs of Poor Mental Health at Work?

Mental health difficulties are not always obvious.

An employee who is struggling may still arrive at work every morning, attend meetings, meet deadlines and appear to be coping. Behind the scenes, however, they could be experiencing anxiety, depression, burnout, stress or other difficulties that are affecting both their wellbeing and their working life.

Managers are often in a unique position to notice when something has changed. They do not need to diagnose mental health conditions, nor should they be expected to act as therapists. But knowing how to recognise potential warning signs, start a supportive conversation and signpost someone towards appropriate help can make a significant difference.

Would your managers recognise the signs?

Changes in someone’s mental wellbeing can present differently from person to person, but there are some common signs managers may notice.

These can include:

• A noticeable change in mood or behaviour

• Becoming quieter, withdrawn or less engaged with colleagues

• Increased irritability, frustration or emotional reactions

• Difficulty concentrating or making decisions

• Changes in performance or productivity

• Increased absence, lateness or unexplained time away from work

• Working excessive hours or struggling to switch off

• Appearing unusually tired, overwhelmed or anxious

• Losing confidence in work they previously managed comfortably

• Changes in communication or relationships with colleagues

One of these signs alone does not necessarily mean somebody is experiencing a mental health problem. What can be particularly important is noticing a change from that person’s usual behaviour.

The importance of early conversations

Managers can sometimes hesitate to ask an employee how they are because they are worried about saying the wrong thing, making the situation worse or becoming responsible for something they do not feel equipped to manage.

But a supportive conversation does not need to be complicated.

A simple, private conversation such as, “I’ve noticed you don’t seem quite yourself recently. How are things?” can provide an opportunity for someone to talk.

The manager’s role is not to fix the problem. Often, listening without judgement and helping the employee understand what support is available is a valuable first step.

Are your managers equipped for that conversation?

Organisations often promote the importance of employee wellbeing, but managers need practical skills and confidence if they are expected to support it.

Training can help managers understand how to:

-Recognise potential signs of poor mental health

-Approach sensitive conversations appropriately

-Listen and respond without judgement

-Understand professional boundaries

-Signpost employees towards appropriate support

-Respond when someone may be experiencing a mental health crisis

-Look after their own wellbeing while supporting others

Mental health awareness and Mental Health First Aid training can help provide managers with a framework for having these conversations confidently and appropriately.

Creating a culture where people can speak up

Training managers is only one part of creating a mentally healthy workplace.

Employees also need to feel that asking for help will not negatively affect how they are perceived.

Organisations can support this by talking openly about mental health, regularly reminding employees where support is available, encouraging healthy working practices and ensuring senior leaders demonstrate that wellbeing is genuinely valued.

It is also important to recognise that managers need support themselves. Being responsible for teams, performance and difficult conversations can place additional pressure on those in leadership roles.

From awareness to action

Workplace wellbeing does not necessarily require huge initiatives or expensive programmes.

Sometimes it begins with something much simpler: helping one manager notice that a member of their team is struggling and giving them the confidence to ask:

“Are you OK?”

At Eudaemonia Wellbeing Centre in Norwich, we are passionate about helping organisations create healthier, more supportive workplaces. Through workplace wellbeing support, mental health training and Mental Health First Aid, we can help businesses give their teams the knowledge and confidence to recognise when someone may need support and know what to do next.

If your organisation would like to explore workplace wellbeing or mental health training for managers and employees, we’d be delighted to start a conversation.

Eudaemonia Wellbeing Centre | Norwich
Supporting healthier people, teams and workplaces.