Managing Mental Health at Work: Practical Tips for Leaders in 2024
As a leader or middle manager, you’ve got a lot on your plate. Between driving performance, handling team dynamics, and achieving results, it can be easy to overlook one of the most critical aspects of leadership today: mental health — yours and your team’s. With many challenges coming from hybrid work and the pressures of post-pandemic life, mental well-being is no longer just a “nice to have” — it’s essential for productivity, creativity, and a happy workplace.
Based on the latest insights from top experts and research, let’s dive into a few practical ways to foster mental health within your team.
- Create an Open Environment
First, make talking about mental health a regular part of your team’s culture. Encourage open, judgment-free conversations. Johns Hopkins University emphasises that psychologically safe workplaces — where employees feel comfortable speaking up about their struggles — lead to higher engagement and overall happiness.
When someone opens up about stress or burnout, you don’t need to have all the answers. Just being there to listen can make a world of difference. Harvard Business Review backs this up, stating that employees are more likely to seek help if they know their leaders care. So, ask your team regularly how they’re doing—not just in work but how they’re managing life overall.
2. Support Your Managers
You’re not in this alone. Your fellow managers and leaders are also juggling a lot, often putting their mental health on the back burner. A 2024 Lyra Health report found that more than 60% of managers admitted their mental health impacts their performance. As a leader, you must also check in on your managers. How are they handling stress? What resources do they have for their well-being? Managers set the tone for their teams, and when they’re struggling, the effects trickle down.
Invest in training that helps them spot signs of burnout — not just in others but themselves. Tools like mental health first aid training or peer support programs can help managers navigate these challenges. Leaders who care for themselves are far more effective at helping their teams do the same.
3. Take a Holistic Approach
Mental health is more than just providing a hotline or a quick fix. It’s about integrating well-being into the very fabric of your company’s culture. Programs like Employee Assistance Programs (EAPs), flexible work options, and wellness workshops are great — but make sure they’re accessible and people feel comfortable using them.
McKinsey found that companies treating mental health with the same seriousness as physical health are seeing huge returns — not just in employee well-being but productivity and engagement. Offering a variety of tools — like on-site counselling, therapy apps, or mindfulness sessions — ensures that everyone on your team has access to what works best for them.
4. Flexibility is Key
We’re all about flexibility these days, but it comes with its own set of challenges. Hybrid work offers a lot of freedom, but it can lead to overwork and burnout without the proper boundaries. According to the Bloomberg School of Public Health, flexibility works best when employees know they can balance work and life without constantly feeling “on”.
Encourage your team to set boundaries and respect time off. Don’t reward the team members who work the longest hours; instead, celebrate those who find balance and still get the job done. This will set a positive example for the rest of your team to follow.
5. Address Different Needs Across Generations
Not every member of your team will have the exact needs, and that’s okay. Different generations within your team may approach mental health in various ways. Younger employees might prefer digital tools, like therapy apps or virtual counselling. Meanwhile, older team members might appreciate in-person support or more traditional mental health options.
McKinsey’s research shows that a one-size-fits-all approach won’t cut it. Offer a range of support tools to meet everyone where they are. This diversity of resources allows everyone to access the help they need, whether a quick meditation session on an app or a deeper conversation with a professional.
6. Celebrate Achievements and Recognise Efforts
Here’s an easy win that can make a big difference: recognise your team. Johns Hopkins found that employees who feel appreciated are less likely to experience burnout and more likely to be engaged at work. A simple “thank you” or recognising your team’s hard work can reduce stress and build resilience.
Positive reinforcement and appreciation go a long way, especially with a healthy work-life balance. Don’t celebrate the employees chained to their desks — commemorate the ones who set healthy boundaries and still deliver top results.
7. Make Mental Health a Core Part of Your Culture
Ultimately, mental health needs to be embedded into your team’s culture. This means more than just offering mental health days or running wellness workshops. It’s about ensuring that well-being is prioritised from the top down.
Leaders who model healthy work habits and create spaces where mental health is discussed openly set the foundation for a thriving, productive team. As McKinsey highlights, businesses that prioritise mental health in their policies and leadership see significant improvements in retention and performance.
These small but significant steps will help your team thrive and foster a positive, productive workplace. Mental health is an ongoing journey, and as a leader, your support can make all the difference in creating a happy and high-performing team. Remember, when your people feel good, they do good.
