When someone is struggling.
WHY IT BELONGS IN A WORK CATEGORY
People spend much of their life at work, and work affects mental health in both directions.
WHAT MANAGERS CAN DO
Notice changes Ask Listen Adjust what is within their control Direct people to proper support
WHAT MANAGERS SHOULD NOT DO
Diagnose Provide treatment Assume they understand the cause Discuss it with others
WHY
It is outside their competence and it can cause harm.
WHAT TO DO IF YOU NOTICE SOMEONE STRUGGLING
Speak to them privately, without assumption.
WHAT TO SAY
That you have noticed something and wanted to ask how they are.
WHAT TO AVOID
Telling them what you think is wrong Pressing for detail Relaying it to others
WHAT TO DO
Listen, and ask what would help.
WHAT TO OFFER
Practical adjustments within your control Information about available support Time, where needed
WHAT ADJUSTMENTS MIGHT HELP
Temporary workload reduction Changes to hours Different duties for a period More frequent contact, or less
WHY ASK RATHER THAN DECIDE
The helpful adjustment is frequently not the obvious one.
WHAT TO ESTABLISH ABOUT CONFIDENTIALITY
What you will and will not share.
WHY
Trust determines whether anyone discloses anything.
WHAT TO DO IF SOMEONE APPEARS TO BE IN CRISIS
Take it seriously Stay with them Help them reach professional support Contact emergency services if there is immediate danger
WHAT TO ESTABLISH IN ADVANCE
What support is available and how to reach it.
WHY IN ADVANCE
It cannot be established in the moment.
WHAT TO RECOGNISE
That you are not a clinician, and the right action is connecting them with one.
