How to Navigate Mental Health Conversations in Team Settings
Because silence shouldn't be the standard anymore
Let’s be honest—talking about mental health at work still feels a little awkward. Even in 2025. Even when we know better.
You might hesitate to bring it up in a team meeting or check in with a colleague who’s clearly not okay, simply because you don’t want to “say the wrong thing” or overstep. Or maybe you’re the one struggling and you’re not sure how much to share without being seen as less capable.
I’ve been there. Most of us have.
And that’s exactly why these conversations matter.
Why This Matters More Than Ever
We’re past the point of pretending that people leave their emotions at the office door (or Zoom link). Burnout, anxiety, and stress have become the undercurrent of so many workplaces—and ignoring that reality isn’t helping anyone.
What is helping?
Creating cultures where psychological safety exists. Where it’s okay to be human, to not be okay, and to ask for support without shame.
That all starts with how we talk about mental health—especially in team settings.
1. Ditch the Corporate Mask and Be Human First
Team leads, managers, coworkers: your job isn’t to be a therapist, but it is to be human.
If you’re in a position of leadership, being vulnerable (in a healthy way) gives others permission to do the same.
Try this:
“Hey, I’ve been feeling pretty overwhelmed this week—anyone else in that boat?”
It’s simple, it’s honest, and it opens the door. You don’t need to fix anything; just acknowledge what’s real. That authenticity builds connection, and that’s the foundation of workplace wellness.
2. Normalize the Check-In
You know how we ask, “How are you?” and everyone just says, “Good, you?”? Yeah, that’s gotta go.
Try using intentional check-in moments in meetings. It could be a scale from 1–10, a mood emoji, or just a one-word vibe. Something like:
“Before we dive in—how’s everyone doing today, really?”
It makes space for people to self-reflect, share if they want to, and feel seen. Bonus? It helps you spot signs of burnout or stress before they escalate.
3. Listen Without Trying to “Fix”
When someone opens up, your job isn’t to jump into problem-solving mode. It's to listen. Really listen. That’s emotional intelligence at work.
Say things like:
“Thank you for sharing that.”
“That sounds really hard—how can I support you?”
“I appreciate you being open.”
Sometimes people just need to feel heard. Presence over perfection, always.
4. Make Resources Part of the Culture, Not a Crisis Button
Mental health support shouldn’t only come up when someone is visibly struggling. Include reminders about your company’s EAP, mental health days, or access to therapy in team newsletters, Slack channels, or onboarding documents.
Use your influence—big or small—to be a mental health advocate.
Tip: Highlight those resources regularly, not reactively.
5. Lead With Compassion, Not Comparison
Avoid saying things like:
“We’re all stressed.”
“It could be worse.”
“At least you have a job.”
Comparison minimizes the other person’s experience, even if you mean well. Compassion sounds more like:
“That sounds tough. I’m here if you need anything.”
And that small shift in language? It changes everything.
TL;DR – Let’s Wrap It Up
Mental health conversations don’t have to be scary or clinical. They just have to be real.
Start small. Stay consistent. Be kind.
And remember: it’s not about being perfect—it’s about showing up, human to human.