Remember when talking about stress at work meant whispering by the coffee machine or water cooler? For many workplaces, that hasn't changed much. While we've made progress in understanding mental health, many of us still find these conversations uncomfortable at work. Yet staying silent comes at a cost - to your team, your business, and your bottom line.

Why We Stay Quiet

Let's be honest: speaking up about mental health at work feels risky. You might worry about being seen as less capable, missing out on opportunities, or becoming the office gossip. Perhaps your workplace treats stress as a badge of honour, or burnout as an inevitable part of success. These unspoken rules shape how comfortable your team feels about speaking up when they're struggling.

Spotting the Signs of Stigma

Take a look around your workplace. Is mental health only mentioned during awareness weeks? Do people apologise for taking mental health days but not for having the flu? When someone's off work, do they feel they need to make up a 'more acceptable' reason? These subtle signs tell your team that some health challenges are more valid than others.

Creating a Culture of Openness

Change starts with small steps. Make wellbeing a natural part of team meetings - not as a forced agenda item, but as part of normal conversation. Create regular opportunities for one-to-ones where work and wellbeing can be discussed openly. Train your managers to spot early signs of stress and have supportive conversations.

Practical Steps You Can Take Today

Start normalising mental health conversations in everyday situations. When someone seems overwhelmed, ask "What support do you need?" rather than just "Are you okay?" Make it clear that taking time for mental health is as valid as physical health appointments. Share information about support services regularly, not just during inductions or crises.

Build flexibility into your working practices. This might mean offering quiet spaces for breaks, allowing people to step out of meetings when needed, or being more open to flexible working patterns. Make reasonable adjustments normal and accessible - they're often simple changes that make a big difference.

Lead by example. Be open about your own wellbeing practices, whether that's taking a proper lunch break, setting boundaries around work hours, or talking about how you manage stress. Your actions show your team what's truly acceptable in your workplace.

Remember, you don't need to be a mental health expert to make a difference. Sometimes, simply showing that it's okay to talk about mental health can be enough to help someone reach out for support.

Want to explore how to create a more open culture in your workplace? Let's talk about practical steps that work for your team.