Manager’s Guide: Recognizing the Early Signs of Mental Health Challenges
- Ashay Vaidya
- 2 days ago
- 3 min read
According to the University of Oxford, 1 in 4* of us will experience mental illness in the course of our lifetime. For many, this period will coincide with our regular work schedule. However, since workplaces often value productivity above all else, identifying a coworker’s declining mental health and providing support can feel like an afterthought.
Fortunately, more and more organizations are becoming aware of how counterproductive this approach is, especially with regard to its impact on long-term employee efficiency. Employees who feel empowered to share their mental health challenges with managers are much more likely to feel invested in the company’s future.
In the modern workplace, part of being a hands-on manager means spotting the early warning signs of mental health distress among employees and being proactive in helping them get access to the support they need.
Step 1: Be a supportive manager
Talking about mental health struggles can be challenging, especially in the workplace. To spot the early warning signs, it’s important to create an atmosphere of psychological health, trust and safety. Your employees should be comfortable enough to share their issues with you and not made to feel the need to hide them. This way, it will be easier to recognize signs earlier and assist them in getting the help they need.
Step 2: Look for changes in behaviour
A key indicator of mental health troubles is change in typical behaviour. While the actual symptoms can vary from person to person, here are a few key indicators:
Increase in anxiety, indecisiveness, illogical processing of thoughts, tearfulness
Increased dependence on unhealthy coping mechanisms like smoking, drinking, or use of recreational substances
Becoming withdrawn, irritable, or restless
Changes in attendance patterns (tardiness, working late, short-notice leaves)
It is important to note that although these signs can be helpful in spotting mental health issues, they may also be due to other medical or unrelated reasons. Therefore, the best course of action could simply be to suggest the need for an open conversation.
Step 3: Hold space
If they are open to a conversation, ensure you find a private place to chat so they know you are aware of any confidentiality needs that may arise while sharing sensitive information. Remember that you are in a place of power, and everything you say carries weight. Ask open-ended questions that make room for personal expression. When they start sharing, practise active listening and focus on strengths and solutions.
Step 4: Be kind and curious
If your invitation to have an open conversation is met with a firm “everything’s fine,” respond with curiosity and kindness instead of frustration. Gently share what you’ve noticed and ask thoughtful follow-up questions to better understand their perspective. From a work standpoint, make sure expectations around behaviour and performance are clearly defined and monitored. Keep in mind that the individual may not realize they’re struggling. Stay open to their point of view, and keep your emotions neutral. Use objective, factual examples to help them see the situation from a fair and balanced perspective.
Step 5: Know your resources
Due to its very nature, spotting the early warning signs of mental health distress can be a difficult task for most managers. It includes frequently asking staff about their wellbeing, patiently communicating expectations, and being personally accessible. It also includes understanding the benefits and resources offered within your organization and helping your employee understand what supports are available to them.
Above all, it also requires a basic understanding of the rapidly evolving mental health landscape and an ability to act quickly and decisively. Today, this can be achieved through the Mental Health Commission of Canada’s Mental Health First Aid - Essentials course that allows managers to be the first line of defense against the many ways mental health illness can destabilize organizations and jeopardize employee wellbeing. You can also take a look at these helpful articles on fostering resilience and common myths and misunderstandings.
As manager, you play a critical role in ensuring the health and safety of your workforce. When you do this to the best of your ability, your team will learn to practice better self-care.
Register for our Mental Health First Aid Training today.
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