Healthy Mind

Mindful management: How to support your team’s mental health

Mindful management is about having awareness of team needs, here we suggest effective ways you can support stressed out colleagues.

26 September 2023 4 minute read

Almost 70% of employees say their manager has more influence on their mental health than their doctor and as much as a partner, opens in a new tab. Here we break down why and suggest effective ways you can support stressed out colleagues.

Part of being a good manager is having the awareness that how you treat your team, and the culture you create, will have a significant impact outside the workplace, with 60% of employees saying their job is the biggest factor influencing their mental health, opens in a new tab.

Why should we manage mindfully?

A working environment that nurtures good physical and mental wellbeing is essential in attracting and retaining great staff and achieving positive commercial outcomes and growth.

Unhealthy, unhappy work cultures that are unbalanced and isolating and don’t support people are more likely to be impacted by stress-induced sickness and a loss of productivity.

Most importantly, a mindful manager can be instrumental in creating a workplace where people truly want to be, resulting in staff loyalty and an overall positive experience for everyone.

What is mindful management?

Mindfulness is the ability to be present in the moment and while aware of distractions, not letting those factors overwhelm us.

Mindful management involves creating a working culture that recognises the needs of each person as important and strives for a healthy work/life balance. It also helps with aspects of leadership, including conflict resolution and decision-making. Mindfulness involves weighing all options and making thoughtful choices, as opposed to being reactive and volatile.

How to support employee wellbeing

Mindful management takes practice, but there are some simple ways to get started.

Model behaviour – Telling your team that work/life balance involves only working core hours, taking regular breaks and never sending emails from home is only going to sink in if you’re practicing what you preach. Be mindful about the example you’re setting to your team.

Bring your whole self to work – Being honest with your team about what might be impacting your mood lets them know it’s ok to bring your whole self to the office. If you’re tired after being up all night with the baby, or out of sorts because a family member is unwell, don’t be afraid to share that.

Ask questions and listen to the answer – Being an active listener means being available to your team and addressing any issues or concerns as they arise. Take time in the day to stop and talk to your staff. One-on-one as well as group discussions can help create a well-balanced team culture as well as encouraging open dialogue among colleagues.

Talk about mental health – By normalising conversations around mental health and wellbeing we can create an inclusive environment where people are more likely to share if they are having issues or need extra support. Consider providing mental health first aid, opens in a new tab training to staff and having guest speakers to talk about the importance of mental wellbeing in the workplace.