Developing a positive and supportive workplace culture is one of the most important roles of modern business owners. This is critical for fostering a strong sense of collaboration, and it’s also directly linked to business performance.
Good workplace culture is felt by everyone in the organisation. People need to be at their best to achieve personal and professional goals and make the business stronger. That requires a workplace culture that prioritises mental health and empowers employees to be open about how they’re feeling, without judgment.
A mentally healthy workplace culture leads to increased productivity, less absenteeism, and a happier, more cohesive team. PwC research shows that every dollar spent on effective mental health actions returns $2.30 in benefits to the organisation.
American Express recently hosted a special edition of our Business Class Masterclass series, in collaboration with two leading mental health advocates at the Black Dog Institute. Featuring insights from Lived Experience Presenter and former police detective Craig Semple, as well as Senior Manager for Service Engagement Christine McLiver, the session explored practical strategies for fostering a mentally supportive work environment.
Here are three tips that help leaders prioritise workplace mental health and drive positive change.
1. Lead with authenticity
Creating an environment where employees feel comfortable talking about their mental health is a long process, but it starts at the top. Business leaders must show empathy, genuinely care about employee wellbeing and encourage openness.
Crafting a positive culture as a leader isn’t just about saying the right things; it’s about demonstrating the right path through your own actions.
“Law enforcement had a culture for many years where people were expected to be tough enough to take everything,” Craig says. “That creates a barrier against people being open and vulnerable.
“Most of my career was spent as a leader. I found that, with culture, it doesn’t come from saying you do, but being seen to do. For me, being able to help staff through any crisis, whether it’s mental health or anything else, you can’t put a price on what you get in return.”
Setting a good example starts by looking inward. Business owners often feel like they have to be a superhuman figure who makes decisions. In reality, more transparency and vulnerability forges stronger emotional connections and strengthens workplace culture.
2. Look for early warning signs
Mental health is incredibly complex to monitor. Symptoms of things like anxiety and depression are rarely obvious and it takes a lot of courage for employees to admit when something’s not right.
“If you don’t know what to look for, it’s hard,” Craig says. “Education and literacy are important for business owners. We often talk about anxiety and depression as purely mental, but in all honesty, they’re really physical in nature. An obvious symptom is changes to sleep patterns – when it becomes a chronic problem, that is a clear warning sign.”
Other things to look for include changes in appetite, decreased concentration or ability to make decisions, absenteeism, mood shifts, and changes in work performance or engagement levels. Businesses with a poor mental health culture reprimand these behaviours without considering the potential reason behind them.
“Business owners might go straight to performance reviews and managerial action, without looking at it from a welfare point of view” Craig says. “Once you go down the disciplinary road, it’s hard to walk that back.”
Business owners or managers who know their staff really well are better equipped to understand the difference between a one-off behaviour and a symptom of something larger. For example, if an employee is usually punctual but starts showing up late, leaders should schedule some time to ask them why and listen without judgment.
3. Show care and compassion
Navigating conversations around mental health in the workplace requires sensitivity, understanding, and respect. When employees flag an issue or leaders recognise a change in behaviour, it’s vital that the conversation is approached with compassion.
Christine outlines five tips to help leaders navigate these discussions:
· Choose the right setting – When planning to approach an employee, it’s imperative to pick a time and place that is appropriate. A private and comfortable setting is best, ensuring the conversation remains confidential. It should never be held in front of other team members or in a public space.
· Address changes in behaviour – It’s okay to point out changes that leaders have noticed in an employee, as long as it’s done in a supportive and respectful way. Changes might be a one-off, but it’s important to give the employee an opportunity to clear their mind.
· Listen actively – A leader's priority during these conversations is to listen and understand any challenges the employee is going through.
· There’s no quick fix – Leaders are generally inclined to try and solve problems on the spot, but mental health is more complicated. Instead of problem-solving, build an understanding of the resources that are available to support positive mental health outcomes and potential pathways for assistance.
· Follow-up – Everyone processes their emotions and challenges differently. If an employee isn't ready to open up during the first discussion, ensure they know they can come to you at any time. Let them know that their wellbeing is a priority and that you're there to support them, whatever they might be going through.
“The first conversation might not get you there and that’s fine,” Christine says. “Raise it again one or two weeks later. Mental health is a challenging thing to manage and it might just take some extra time to build the confidence to talk about it.”
Taking advantage of the right tools and resources
The health of your employees directly impacts the health of your business. Investing in mental health and wellbeing initiatives is a business imperative, although every business has different needs.
There are a range of resources available to help businesses promote mental wellbeing. The Black Dog Institute's Blueprint for mentally healthy workplaces outlines three core pillars that leaders can follow: Protect, Respond, and Promote.
There are also tools like the Workplace Mental Health Toolkit and training programs that can help identify symptoms of anxiety and depression.
Business can use resources like these to help build a better understanding of the most common issues and how they might be relevant to their own businesses. That enables them to build a bespoke approach that suits their workforce, ensuring support is always there when it’s needed.