Supportive and responsive managers understand the needs of their workers and help to break down the stigma and discrimination surrounding mental ill health.
Corporate Health, Habits
We often talk about supporting teams as a moral obligation—because it’s the right thing to do. But what’s often missed is that well-supported teams don’t just feel better, they perform better. When people feel genuinely supported—emotionally, mentally, and professionally—their output improves. Not through pressure, but through trust, clarity, and connection.
Corporate Health, Habits
That’s where RFA (Recognise, Respond, Refer) and MHFA (Mental Health First Aid) come in. They’re not just wellbeing frameworks—they’re practical tools that shape how your team communicates, collaborates, and performs under pressure.
Corporate Health, Habits
When people talk about high-performing teams, the usual suspects come up: Strong leadership. Clear KPIs. Agile workflows. Cutting-edge tools. But there are two drivers of team performance that often go unnoticed: Mental Health First Aid (MHFA) and Recognise, Respond, Refer (RFA) frameworks.
Corporate Health, Habits
If your workplace culture isn’t built on trust, you’re leaving productivity on the table. Teams don’t perform at their best because of tighter KPIs, endless meetings, or flashy tools. They perform at their best when they trust that their ideas, concerns, and wellbeing are valued.
Corporate Health, Habits
When businesses talk about improving productivity, the solutions are usually the same: Faster tools. Better systems. New workflows. But there’s a productivity driver that rarely gets mentioned in boardrooms, even though it’s quietly influencing every project, every meeting, and every result.
