Prioritising mental well-being at work isn’t a luxury – it’s essential. With World Mental Health Day upon us, there’s no better time to reflect on the importance of taking care of our minds. Think about it for a second – you wouldn’t leave your car without petrol or charge and expect it to take you on a long journey, would you? The same goes for your mind.

If your team is running on empty, they’re not going to perform well. And let’s be honest, work without a healthy mindset is a bit like trying to finish an important project with a dodgy internet connection – frustrating and exhausting.

Wellbeing should no longer be a “nice to have” as self care is not selfish – it plays a vital part in how we show up at work and in life as a whole. Leaders are in a unique position to drive positive change, not just by offering policies and programs, but by modelling behaviours that prioritise wellbeing and setting the example for all to see.

In 2023, research from Deloitte showed poor mental health in the workplace cost UK employers approximately £51 billion*. The primary cause of this was “presenteeism,” where employees feel obliged to work, despite struggling with their mental wellbeing. This significantly impacted their productivity. Presenteeism alone accounts for around £24 billion annually, so if this sounds familiar, you’re not alone.

When we don’t look after our mental health, burnout creeps in. Add to this, mental health problems can come with physical symptoms**. Our bodies and minds are not separate, so it’s not surprising that poor mental wellbeing often affects our bodies. Symptoms such as headaches, fatigue and digestive problems like upset stomachs can be caused by anxiety. Too heavy a workload can manifest in symptoms like insomnia, restlessness and difficulty concentrating.

It’s not about striking a perfect work-life balance either.

For me, that indicates one side has to win over the other, meaning one side loses unless you get a perfect balance – unfortunately life isn’t like that. My take is more about a work-life blend, where you give your mind the space to breathe while staying productive. Time blocking to focus and boundary setting to prevent bad behaviour creeping in. Prioritising mental well-being makes you sharper, more focused, and dare I say it, even happier – which means less presenteeism and better results for all.

So what can leaders do to model the change that is necessary? You can create a psychologically safe work environment in your team by leaning into the following small changes that remove blame, shame or judgement around areas that impact mental wellbeing. These can include…

Building a psychologically safe work environment:

  1. Showing openness. Lead with authenticity and normalise the conversations about mental wellbeing. You can do this by embedding wellbeing into meetings. Start 1:1 meetings by checking in on how people are feeling – a pulse check on a scale of 1-10 is a good, non-judgmental way to start. At first this may feel awkward but once your team sees it is the norm, they will be more open and honest with you
  2. Encourage your team to take breaks. This can be as simple as you modelling that you take your lunch or not scheduling meetings or 1:1s during their lunch time; through to encouraging your team to check how much annual leave they have taken and have left at specific times of the year.
  3. Help your team balance priorities. Ask them “Where do you need help from me?” or “How can I support you with <priority>?” Acknowledge workloads and stress levels openly and without judgement
  4. Help them with Boundary setting. Be mindful of different time zones / working schedules and let your team know that it is OK not to reply immediately if they’ve received a request after hours. Remember – instant message does not always need to mean instant response and your team will look to you to guide them regarding what is expected.
  5. Resist the urge to schedule meetings outside core working hours. This could include outside shift times or late on a Friday afternoon if they typically work Monday to Friday.

On a wider scale, here are some things you can do with the help of your organisation:

  1. Ensure they know how to access professional support: partner with HR or People teams to shine a light on the value of your Employee Assistance Programs (EAPs) and ensure that your team is aware of these resources, aswell as how to engage with them
  2. Encourage your organisation to provide Mental Health First Aiders. Organisations like MHFA England provide regular training and organisations such as Mind offer many free resources to support workplace wellbeing; regardless of if your organisation has Mental Health First Aiders in place
  3. Finally, if appropriate and if you can, offer flexible working arrangements. Offer employees the flexibility to blend work and life responsibilities, especially when you know there is something happening in their life outside of their core responsibilities in your team.

Being a leader is no mean feat, but those who are able to read the room and spot signs of stress when their team is experiencing their mental health being compromised will often help you differentiate between showing up as good versus great.

Some things to watch for that will feed presenteeism include:

  • Any changes in behaviour due to working on a certain projects or with specific team members – could be a sign of overwhelm, bullying or personality clashes
  • How Maternity and Paternity mental wellbeing supports and back to work strategies impact members of your team as they transition back to their role full time
  • The impact of the Menopause on physical health and how that impacts their mental wellbeing
  • Feelings around the bereavement of someone important in the life of your team member – policy often only covers immediate, biological family – these days our families are blended and often span outside of the traditional family of old. This includes beloved pets too!

In today’s fast-paced and ever-evolving work environment, fostering wellbeing is not just an act of care, but a strategic leadership responsibility. By addressing diverse aspects of wellbeing, leaders can cultivate a supportive, inclusive, and resilient workforce.

Implementing actionable strategies as outlined here will not only enhance employee wellbeing but also drive engagement, productivity, and long-term organisational success. Leaders who prioritise wellbeing will lead the way in creating workplaces where people can truly thrive.

References

*Source: https://www.deloitte.com/uk/en/about/press-room/poor-mental-health-costs-uk-employers-51-billion-a-year-for-employees.html

**https://www.mentalhealth.org.uk/explore-mental-health/a-z-topics/physical-health-and-mental-health

Samantha Lancashire, a woman with shoulder-length blonde hair, wearing a brown polka dot dress and smiling, sits at a wooden table indoors.
Samantha Lancashire
Mental Health First Aider at Creating Lightbulb Moments | Website | + posts

Samantha Lancashire is a Mental Health First Aider, focusing on productivity and mindset as part of her Sales & Leadership Development Practice.She is a Fellow of the Learning & Performance Institute, a qualified coach, trainer and experienced mentor; supporting global teams and their leaders to impact business and personal performance for over 18 years.