7 Tips for Effective Mental Health Conversations: A Manager's Guide

Psychological health and safety has increasingly become a priority for businesses, and with good reason. The introduction of psychosocial risk legislation in Australia has heightened the focus on mental health in the workplace, requiring employers to proactively manage risks to their employees’ mental health. However, despite this growing imperative, many managers are still struggling to have effective mental health conversations with their staff. Whether it’s the challenge of hybrid working arrangements or the feeling of being unequipped to handle such sensitive discussions, many managers are unsure where to start.

Leaders Set the Tone for Mental Health Conversations

Leaders play a critical role in shaping workplace culture, including normalising conversations about mental health. By modelling positive behaviours and encouraging open discussions, managers can reduce stigma and build a supportive environment where employees feel comfortable seeking help [1].

Research supports the importance of leader involvement. One study found that managers with high confidence in handling mental health conversations are up to 20 times more likely to approach an employee suspected of having mental health challenges [2]. Yet, many managers remain hesitant, often due to a lack of training or fear of saying the wrong thing.

This guide offers practical tips for managers to initiate and maintain these crucial conversations, ensuring that employees feel supported and valued.

The Problem with Waiting for Employees to Speak Up

Many workplaces take a reactive approach to mental health, relying on employees to initiate conversations about mental health challenges. However, this approach simply isn’t effective. According to a recent report by the Australian Human Resources Institute (AHRI), 31.9% of workers don’t feel comfortable discussing mental health issues at work, and only 8.3% feel comfortable reaching out to their manager for support [3].

This disconnect between managers’ intentions and employees’ experiences highlights a significant gap. The reality is that mental health issues are often accompanied by feelings of shame or stigma, making employees hesitant to speak up. Managers must take proactive steps to initiate conversations, creating an environment of trust and openness.

7 Tips for Effective Mental Health Conversations

Managers don’t need to be mental health experts, but they do need to be approachable and informed. The key to having effective mental health conversations is creating an environment where employees feel safe and supported to speak up about their struggles. Here are some practical tips to help managers initiate these important conversations:

1. Create a Safe Space

In any setting—whether in an office or remotely—privacy is essential when discussing sensitive topics like mental health. If your workplace is an open-plan office, find a quiet, private room where you can speak confidentially with the employee or suggest going off-site for a walk or coffee catch-up. For remote workers, schedule one-on-one video calls where they can feel secure and heard. Reinforce that the conversation is confidential and that their wellbeing is a priority.

2. Look for Non-Verbal Cues

Often, employees won’t explicitly mention mental health concerns, but their behaviour may provide clues. Changes in performance, mood swings, increased absenteeism, or social withdrawal can all be signs that someone is struggling. Instead of waiting for a crisis, pay attention to these changes and gently ask how they’re feeling.

3. Be Compassionate and Non-Judgmental

When initiating a conversation, it’s essential to approach the topic with empathy and without judgment. You can start by acknowledging that you’ve noticed changes in their behaviour and express concern. A simple question like, “I’ve noticed you seem a bit stressed lately, is everything okay?” can open the door to a broader discussion about how they’re feeling. For tips on active listening, check out our tipsheet: Active Listening for Leaders” 8 Tips and Traps to Avoid.

4. Encourage Open Dialogue

It’s important to create an environment where employees feel comfortable sharing their experiences. Encourage them to talk openly about their mental health without fear of repercussions. Make it clear that the organisation supports their wellbeing and is willing to offer accommodations, such as flexible working arrangements or additional mental health resources.

5. Maintain Confidentiality

In Australia, employees are not required to disclose a mental illness unless it impacts their ability to perform their job or presents a safety risk. If an employee does disclose, it’s important to handle the conversation with care, maintain confidentiality, and discuss potential adjustments, such as changes to workload or working hours.

6. Avoid Becoming an Accidental Counsellor

Managers are not expected to be therapists, and it’s crucial to know when to refer an employee to professional help. If an employee discloses that they’re struggling with a mental health issue, provide information about the support services available, such as the company’s Employee Assistance Program (EAP). Alternatively, suggest they make an appointment with their local GP or contact external mental health services like Beyond Blue or Lifeline. Let them know that their mental health is a priority and that they are not alone in managing it.

7. Responding to Concerns About Suicide

If an employee mentions suicidal thoughts, take these disclosures seriously. Immediate intervention may be necessary, and you should involve management, HR, and professional support services as required. As a manager, you have a duty of care to ensure the employee’s safety and must act promptly​

Supporting Managers: Training and Resources for Mental Health Conversations

It’s clear that managers want to do the right thing, but many feel ill-equipped to handle these sensitive conversations. This is where training and resources come into play. Providing managers with training on their rights and responsibilities as a leader, how to recognise the signs of mental health issues, how to start conversations, and what steps to take next can make a world of difference.

At Aspect Group, we offer comprehensive training programs designed to help leaders develop the skills and confidence they need to support their teams’ mental health. Our Prepared Leaders training program equips managers with practical tools for recognising early warning signs, initiating open conversations, and creating a supportive environment where employees feel safe to share their concerns.

Building a Psychologically Healthy and Safe Workplace Culture

Managers are on the frontlines of creating an environment where employees feel supported and valued, and this includes addressing mental health with sensitivity and care. By taking proactive steps, from initiating conversations to providing resources and support, managers can help reduce the stigma surrounding mental health and foster a culture of openness and trust.

As awareness grows, so too must the efforts to equip managers with the skills and confidence they need to effectively support their people. For managers looking to take the next step, Aspect Group’s Psychosocial Leadership Development Training provides the experiential knowledge and resources necessary to make a real difference in your workplace.

References:

1. Newstead, T., Martin, A., Dawkins, S. & Bartlett, L. (2017). An integrated approach to workplace mental health. https://www.researchgate.net/publication/327582205_An_integrated_approach_to_workplace_mental_health

2. Byran, B., Gayed, A. Milligan-Saville,J. ,Madan,I., Calvo,R., Glozier, N., Harvey, S. (2018) Managers’ response to mental health issues among their staff 10.1093/occmed/kqy103

3. MMcQ_WellbeingLab_Australia_WorkplaceSurvey_2019-2022-1