Best Practices for Managers to Observe the Subtle Signs

Open the Door: Ask for 8 minutes of 1:1 time

1. Choose the Right Time and Place: Find a private and comfortable setting where you won't be interrupted to have a confidential conversation.

2. Express Concern with Empathy: Start the conversation by expressing genuine concern for their well-being. Use empathetic language to convey that you've noticed changes and are there to offer support.

• Example 1: "Hey [Employee's Name], I wanted to check in with you because I've noticed that you seem more withdrawn lately. Is everything okay? I'm here if you need someone to talk to."

• Example 2: "Hi [Employee's Name], I've noticed that you've been arriving late to work more frequently and your energy seems low. I just wanted to see if everything is going okay and if there's anything I can do to support you."

• Example 3: "Hey [Employee's Name], I've noticed that you've been making more mistakes with orders lately, which is unusual for you. I'm a bit concerned and wanted to check in to see if everything is alright and if there's anything you need."

• Example 4: "Hi [Employee's Name], I've noticed that you've been quieter than usual during our team meetings and you haven't been participating as much. Is there anything going on that you'd like to talk about?"

• Example 5: "Hey [Employee's Name], I've noticed that you've been taking shorter breaks and seem more stressed out during shifts lately. I just wanted to see how you're doing and if there's anything I can do to help."

3. Be Specific and Observant: Refer to specific behaviors or changes you've noticed, but avoid making assumptions or judgments about the cause. Stick to observable facts rather than speculation.

4. Use Active Listening: Allow the employee to share their thoughts and feelings without interruption. Practice active listening techniques such as summarizing their concerns and asking open-ended questions to encourage dialogue.

5. Normalize Seeking Help: Reassure the employee that seeking support for mental health is normal and encouraged. Share any available resources within the company, such as employee assistance programs or counseling services.

6. Respect Confidentiality: Assure the employee that the conversation will remain confidential to the extent possible, while also explaining any legal or organizational limits to confidentiality.

7. Offer Concrete Support: Ask the employee how you can best support them. This could include adjusting workloads, providing flexible scheduling, or connecting them with external resources.

8. Follow Up: Check in with the employee periodically to see how they're doing and whether they need any additional support. Let them know that you're available to talk if they have any concerns.

9. Educate Yourself: Take the time to educate yourself about common mental health issues and available resources. This will help you approach the conversation with greater understanding and empathy.

10. Lead by Example: Demonstrate a supportive and inclusive workplace culture by openly discussing mental health, promoting work-life balance, and prioritizing employee well-being.