If you are a team leader, please create opportunities to hear the concerns of colleagues and encourage constructive talks with team members or peers about mental health. If you are a team member, encourage this within your team. But what are some key areas to discuss? Our campaign highlights four and provides questions to catalyse conversations, accompanied by short videoed mental health advice.

In the survey, this was the number one source of stress. In considering this, we need to ascertain whether it is the workload itself that is the cause, or the individual’s ability to manage that workload. Are there things about how individuals manage their workload that is making it more stressful? Also, how does the way you manage your work impact on others? Some people leave things to the last minute, perhaps for good reasons, perhaps not, but what impact does that then have on the stress of those they work with? System changes, agreeing new ways of working, training, or even just a better understanding of the needs of colleagues, could all help reduce the stress of workload for individuals. If the workload appears reasonable, then it is also important to consider if external factors, such as home or personal life, are impacting on individuals’ ability to cope. Of course, once all these types of considerations have been addressed, it may be time to consider if those individuals are just not right for the work environment they find themselves in. Often that is damaging for both individuals and organisations, and in those situations a move or change of direction, when supported compassionately, might be the best option for all.

After the last 18 months, this topic is clearly an important consideration. Again, as we explore and consolidate our new working models, it’s a great time to integrate thinking about mental well-being. Putting in place systems or checks to ensure teams feel supported and able to develop in both skills and career is something I am sure all organisations are discussing with their teams. But let’s ensure mental well-being is integral to those conversations.

It is surprising to find out that of those 90% of responders that had experienced poor mental health, only 10% are taking advantage of available support. Conversations can help identify what support people feel is available and identify awareness gaps. It can also help identify the type of support your individual team members feel should be available. Any support does not need to be internal, knowing where and how to access external resources can be just as valuable. Holding constructive talks around mental health can also help uncover potential barriers to seeking support, giving the opportunity for reassurance or to initiate what is required to remove these.

Our survey also found that for those that did speak out about their mental health at work, three-quarters had a positive experience, which is incredibly encouraging. However, 20% found that the person they spoke to, although sympathetic, did not know how best to support them. Being approached by colleagues about their mental well-being could happen to any of us, so it’s worth talking about the best ways to respond. Mental health first-aiders tell us it’s important to make the time for the conversation. If not immediately, arrange an opportunity when you can focus on what they have to say in an appropriate, quiet environment. A walk together can be a good option as it also avoids direct eye contact which some may find less comfortable. Then it’s about listening, not judging, or even trying to recommend solutions. It’s about being kind, calm and caring. One critical consideration is, if in your gut, you feel individuals are in a real mental crisis, such as having suicidal thoughts, you need to ensure they get professional help immediately. Otherwise, helping them find the most appropriate support, perhaps from company support services, or from local peer groups identified on Google, is an excellent way to help them.

We are only going to properly address mental health in the workplace if we talk about it. The Heard Mentality Conversation Starter Packs are there to help catalyse the conversations needed. But anything that gets these conversations happening within the workplace can only help us to improve mental well-being within our sector.