Have you noticed one of your team members slipping away? The staff member who used to be reliable, motivated, and engaged now seems distracted, unproductive, or withdrawn. Perhaps deadlines are being missed, tension is rising in the office, or the energy you worked so hard to build in your workplace feels flat.
As an employer, it can be heartbreaking and frustrating. You want to help, but you’re not sure how. You don’t want to overstep, yet you can’t ignore the ripple effect on the rest of the team or the impact on your business.
This is the reality of mental health in the workplace. Disengaged or dysregulated staff aren’t just “underperforming” they’re often struggling silently or sometimes loudly, unsure how to cope or where to turn. And as a leader, you carry both the responsibility and the worry.
For one workplace it started with Michael.
He’d always been one of the most reliable team members in his small marketing agency, creative, hardworking, the first to put his hand up for extra work. But over a few months, things began to shift. He started missing deadlines, turning up late, and pulling away from the rest of the team. His manager assumed it was stress or a lack of motivation, but when Michael eventually confided that he was battling anxiety and burnout, the guilt set in. The signs were there, he just didn’t know what to do.
This is the reality for many workplaces. Mental health struggles don’t stop at the office door, and as an employer, you may be one of the first to notice when something’s not right. Yet most leaders aren’t trained psychologists. They care deeply, but they’re left asking: How do I support my staff without overstepping? Where do I even start?
Why Mental Health Belongs on the Workplace Agenda
When employees struggle in silence, it doesn’t just affect their personal lives. Productivity drops. Team morale suffers. Workplace culture weakens. But more importantly it’s a human issue. Your staff are people first. Supporting their wellbeing is about showing them they’re valued, not just for what they produce but for who they are.
Research shows that workplaces that invest in mental health support experience higher engagement, reduced absenteeism, and stronger staff retention. And for small to medium businesses, that can be the difference between thriving and just getting by.
What You Can Do as an Employer
Even with professional services in place, the everyday culture you create has the biggest impact on your team’s mental health. Here are some steps you can take:
1. Normalise Conversations About Mental Health
Lead by example. Share that it’s okay to talk about stress or challenges, and encourage open dialogue without judgement. When staff see you modelling this, they’re more likely to reach out before things get worse.
2. Build in Flexibility
Life doesn’t run on a neat 9-to-5 schedule. Allowing flexible hours or the option to work from home when needed can relieve stress and build trust.
3. Recognise Workload Pressures
Keep an eye on whether staff are stretched too thin. Encourage breaks, monitor overtime, and check in regularly about workload. Sometimes small adjustments prevent bigger problems.
4. Invest in Wellbeing Initiatives to Build Resilience
This could be as simple as creating a quiet space in the office, running short mindfulness sessions, inviting experts to educate the team or encouraging walking meetings. These small gestures add up to a culture of care.
5. Prioritise Connection
Isolation fuels poor mental health. Regular team catch-ups, celebrating milestones, and creating space for social connection can make your workplace feel safe and supportive.
6. Train Leaders to Notice the Signs
Equip managers and team leaders with basic skills to recognise when someone may be struggling, so they can act early and refer staff to support.
7. Invest in EAP Services
EAPs provide confidential, professional counselling for employees, giving them a safe space to talk through personal or work-related struggles.
The beauty for employers is that you don’t have to “fix” the issue yourself. Instead, you can provide your staff with direct access to qualified psychologists who can help them build coping strategies, manage stress, and find a way forward. It’s a professional, proactive step that shows you care, without crossing personal boundaries. Read more about pay per use EAP services.
Creating Change at Work
If you’re a leader or business owner in the Hills District or across Australia, we invite you to consider, what would it mean for your business if your staff felt calmer, more supported, and more connected at work?
You don’t need all the answers, you just need to open the door. We’re here to walk beside you and your team.
Talk to us today about how Creating Change Psychology can partner with your business through providing educational workshops, short seminars, management training days or pay per use EAP services to create lasting impact for your staff and your workplace.
Written by Clinical Psychologist Rebecca Deane – www.creatingchange.net.au
Psychology support in the Hills District, Western Sydney & Surrounds (including Rouse Hill, Bella Vista, Glenwood, Castle Hill, Kellyville, The Hawkesbury, Penrith Nepean, Blacktown, Epping, Ryde, Pennant Hills areas and surrounds)
