Mental Health at Work Conversations Made Simple

Real-world advice to help managers feel more confident, present, and supportive, without needing all the answers.

Are You Comfortable Talking to a Team Member About Their Mental Health?

Do you feel confident and grounded when a team member opens up about something personal?

Or do you find yourself in your head, wondering what to say, how to say it, or whether you need to fix something?

From my experience training hundreds of managers across industries, you’re not alone if you feel unsure.

When it comes to conversations about mental health at work, even the most seasoned leaders can feel like they’re walking a tightrope. And in high-pressure environments, that discomfort is only amplified.

But here’s the truth most people don’t tell you: You don’t need to have all the answers.

You just need to know how to listen and how to lead with empathy.

In this post, I’ll walk you through six simple but powerful ways to become more confident and capable in supporting employee wellbeing, drawn directly from our mental health training for managers.

Why You Don’t Need to Fix Mental Health Problems - But You Shouldn’t Ignore Them

As a manager, you might work in a fast-paced, results-focused environment where problem-solving is second nature. So when a team member opens up about their mental health, your first instinct may be to do something.

But here’s the thing:
This isn’t your problem to fix.

It’s not about solving anxiety, grief, burnout or neurodiversity challenges for someone else. It’s about creating a space where they can be human, feel supported, and access the right resources.

And that’s something you can do.

What you shouldn’t do? Stay silent and hope it resolves itself.
Avoidance sends the wrong message—one of disconnection, fear, or dismissal. And that erodes psychological safety at work.

Don’t Wait for the Red Flags

Why small, consistent conversations matter more than crisis management

You don’t need to wait until someone is visibly struggling to check in.
That’s like waiting for a fire before installing a smoke alarm.

The most emotionally intelligent leaders check in before there’s an issue. They have regular, informal “human conversations” that go beyond tasks and targets.

Try this:

“Before we dive into work stuff—how are you doing? Really?”

From my experience, that one sentence opens doors. It builds trust. And over time, your team starts to feel safe enough to be honest.

Get Yourself in the Right Headspace

Presence is everything—especially when someone is struggling

Let’s be honest: we’ve all sat in a meeting where we were physically present but mentally already in our next call.

But when someone’s talking to you about what’s going on in their world, grief, overwhelm, mental health, you need to shift gears. They can feel when you’re not with them.

One of the questions I often ask when training managers in mental health is 'How does it feel when you know someone isn't fully present?'. This leads to an insightful question where managers recognise the impact of presence in conversations with team members because they recognise how it feels when someone is distracted or not listening. 

Try this quick grounding exercise before a check-in:

1. Sit with both feet on the floor.

2. Bring your awareness to your stomach.

3. Relax your shoulders and jaw.

4. Breathe in through the nose for 4 seconds, expanding the belly.

5. Exhale slowly through the mouth with a soft “ahhhh” sound.

6. Repeat for 2 minutes.

This regulates your nervous system and brings you back to the present moment, where real listening happens.

Ask Solution-Focused Questions

Don’t get stuck in the problem—help them move forward

It’s easy to spiral into overthinking when someone shares something big. But circling the problem rarely helps.

When we train managers, we teach them how to shift into a solution-focused mindset by asking empowering, open-ended questions.

Here are a few to try:

• What would really help you right now?

• What do you need from me today?

• What’s the easiest next step?

• What would make this feel more manageable?

• What internal resources can you lean on?

These kinds of questions don’t just offer clarity; they build autonomy. You’re reminding the person they have agency, which is a huge part of psychological recovery.

Upgrade Your Listening Skills

You might think you’re a great listener—but are you really present?

Most managers I train believe they’re good listeners.
Then they do our listening exercise, and realise just how much they interrupt, drift off, or jump in to solve things.

Listening is a skill. A muscle. And like any muscle, it strengthens with use.

Here are some signs you’re not fully listening:

• You’re already planning your response

• You interrupt or finish their sentences

• You jump in too quickly with your own opinion

• You ask follow-up questions before they’ve finished

• You’re mentally checking your inbox

Want to shift that?
Practice awareness first. Notice your patterns. Then slow yourself down, breathe, and wait before responding.

That pause, just a few seconds longer than feels comfortable, is often where the real connection happens.

Lead with Empathy, Not Sympathy

You don’t need to understand their experience—just stand with them in it

Let’s get something straight:
Empathy is not saying, “I know exactly how you feel.”

Empathy is being willing to say, “I don’t fully understand what you’re going through, but I’m here, and I’m listening.”

From my experience, that one shift changes everything.

When someone feels judged, they shut down. But when they feel understood, even for a moment, they soften. They open up. They begin to regulate.

I always recommend watching Brené Brown’s 2-minute video on Empathy vs Sympathy. It’s one of the clearest, most compassionate explanations out there.

Final Word: Progress Over Perfection

Managing mental health at work doesn’t require perfection.

You don’t need to have all the answers. You don’t need to be a therapist.
You just need to show up, with presence, care, and a willingness to listen.

The more you practice, the more natural it becomes. And over time, you’ll build the kind of trust that transforms workplace culture.

🎯 Want to Equip Your Managers With These Skills?

If this post resonated and you’d like your leadership team to feel more confident supporting mental health in the workplace, we can help.

🧠 Our Mental Health Training for Managers gives your team the tools to:

• Have confident, compassionate conversations

• Spot early signs of burnout or distress

• Create psychological safety at work

• Support wellbeing without overstepping or fixing

📞 Book a call now to explore how this training could support your organisation.
👉 Click here to schedule your call

Let’s build workplaces where humans come first.

FAQs About Mental Health Training for Managers

❓What if I say the wrong thing?

Saying something with care and presence is better than saying nothing at all. It’s okay not to have perfect words; what matters is your intention.

❓Should I talk about mental health if it’s not affecting performance?

Yes. Employee wellbeing in the workplace isn’t just about productivity; it’s about people. Addressing wellbeing early prevents future burnout or disengagement.

❓What if an employee becomes emotional?

Hold space. Let them know it’s okay. Breathe. Ask if they’d like a moment or if they want to keep talking. Emotion is a sign of safety and being human.

❓What if I don’t feel confident having these conversations?

That’s exactly why mental health training for managers exists. These are skills that can be learned, and once you have them, you’ll wonder how you ever led without them.

Final Thoughts: Supporting Mental Health Is Leadership

Whether you're managing five people or fifty, your ability to support your team’s wellbeing shapes your culture.

You don’t need to be perfect. You just need to be human.

“Mental health support at work isn’t about having all the answers—it’s about having the courage to start the conversation.”