What Should a Manager Do When an Employee Is Struggling With Their Mental Health?

First of all, take a deep breath. You do not need to have all the answers.

1. Start with a supportive and confidential conversation in a private space

Let them know that this is a confidential and safe space, but be honest that you may need to share information or seek further help if there are concerns about their safety or wellbeing.

Listening is the most important skill here.

Really listening means being present, without distractions and without sitting there thinking about what you are going to say next.

People who are struggling often want to feel seen, heard and understood. They don't necessarily want lots of advice.

Less is more.

Put the phone away. Don't answer emails or messages. Be properly there with the person.

2. Understand what support they need

The only way to know what someone needs is to ask.

You may already have picked up some clues from the conversation, but don't assume. Check with them.

Support might include:

• Work-related support, such as reasonable adjustments or a period of sick leave

• Signposting to professional support, such as an Employee Assistance Programme, private healthcare or their GP

Some questions you might ask:

• How are you feeling, generally?

Some people find it difficult to put how they are feeling into words. A gentle prompt can sometimes help. Are you feeling overwhelmed, stressed, anxious or low? Explore gently and don't push.

• Is there anything you are finding difficult at work? How can we make it easier?

• What support can we offer you right now?

• Is there anyone you would prefer to speak to?

• Are there any worries outside of work that would be helpful for us to talk about?

Know when to ask for help

You don't have to deal with everything on your own.

Sometimes it is right to speak to HR, Occupational Health or another professional. If you are worried about someone's immediate safety, get urgent help rather than trying to manage it yourself.

3. Keep the door open

Be clear that this isn't a one off conversation.

For some people, the first time they have this conversation they may be quiet or not seem ready to open up much. That's okay.

It is more important that they feel safe and heard. They may need time to think about the conversation before coming back to it.

If someone is off sick because of their mental health, talk to them about what contact they would prefer and how often. For some people, contact from work can feel reassuring. For others, it can increase anxiety.

There is no perfect way to do this. Ask what works for them.

Trust takes time.

The best we can do is try to do the right thing with compassion and a side of common sense. It doesn't have to be complicated.

One final thing

Have the conversation somewhere private. If it is online, check that they are somewhere they feel comfortable talking privately.

It sounds simple, but it really matters.

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When Someone at Work Isn't OK

Knowing what to say and do when someone in your team is struggling with their mental health isn't always easy.

When Someone at Work Isn't OK is a practical, psychology led resource created to help managers feel more confident about what to say, what to consider and what to do next.

• Developed by a Clinical Psychologist.

• Available to buy and use straightaway.

• Individual purchase or corporate licence available.

Find out more here.