Best Mental Health Support Strategies

There is growing concern in corporate mental health, especially within the Middle East, where traditional, one-size-fits-all approaches to employee mental health often miss the mark. Given the current regional context, exposure to painful conflicts, employees face specific challenges—such as secondary trauma, vicarious trauma, and PTSD—that standard wellness programs might not adequately address. The current trend of expecting managers to bridge the gap between employees' needs and corporate mental health programs is problematic. While managers can and should offer support, expecting them to manage complex mental health issues without specialized training or resources is both unrealistic and potentially harmful. The solution would involve organizations adopting trauma-informed policies and creating a workplace culture that understands and responds sensitively to these needs. These could include: 1. When choosing mental health trainings or wellness programs, make sure they are culturally tailored and region specific. 2. Have trauma-informed policies and practices which could include defining boundaries around managers' roles in supporting employees, acknowledging that they are not therapists. These policies should focus on recognizing trauma symptoms, avoiding re-traumatization, and connecting employees to appropriate mental health resources. Also, considering flexible work options for employees struggling with their mental health or having a trauma reaction. These flex work options could include having a workplace that has quiet rooms, or allow for remote work days, or flexible hours, to allow space for self-care and recovery. 3. Offer access to mental health professionals who are both trauma-informed and culturally aware, partnering with regional mental health providers who understand the local context. 4. Expand the corporate “wellness” agenda to include workshops and seminars about vicarious trauma, PTSD, and secondary trauma, focusing on how these issues can affect them indirectly through news, social connections, or work responsibilities. 5. Offer employees routine emotional well-being check-ins with a mental health professional, where they can discuss their concerns in a confidential setting, especially after significant regional events or traumatic incidents. You can also consider group debriefings for teams who may be experiencing vicarious trauma due to their work or regional news. Structured support sessions can help individuals process collective experiences. #BigIdeas2025

May is Mental Health Month. So, let me ask: How are you doing? Seriously. How are you REALLY doing? I speak to so many clients who wait too long to make a change. They endure difficult and demoralizing work climates, hoping that things will get better. While they wait, their confidence is eroded, making a job search that much more daunting. Please, don't let this happen to you. No job is worth your mental health. If you: ➙Don't get any satisfaction in your work ➙Routinely deal with people who are difficult ➙Do the work of 2 people (or more!) ➙Lack the resources to do your job well ➙Get no support from your direct supervisor ➙Are bullied or taken advantage of by co-workers ➙Find it difficult to muster the energy for your workday Then, your mental health is at risk. That is not okay! Here are 6 strategies to take care of yourself: 1️⃣ Map Your Triggers ↳ Document specific situations that drain you ↳ Track when your stress peaks ↳ Notice when you are withdrawing or in conflict 💡Action: Make adjustments where you can, based on what you learn 2️⃣ Create Non-Negotiable Boundaries ↳ Set firm work hours for yourself ↳ Block "recovery time" in your calendar ↳ Turn off notifications during deep work 💡Action: Communicate these changes with key people 3️⃣ Master the "Strategic Pause" ↳ Take micro-breaks (2-5 minutes every hour) ↳ Use lunch for actual lunch, not more work ↳ Practice quick breathing exercises between meetings 💡Action: Put these items in your calendar and set alarms to take care of yourself. 4️⃣ Control Your Controllables ↳ Organize your workspace ↳ Structure your day around your energy peaks ↳ Focus on what you can influence, not what you can't 💡Action: This is a habit. Keep coming back to what’s in your control when frustration builds. 5️⃣ Build Your Support System ↳ Connect with trusted colleagues ↳ Consider tapping into your Employee Assistance Program ↳ Look into professional counseling 💡Action: Ask for help, even when it makes you feel uncomfortable. You are worth it. 6️⃣ Prepare to Make a Change ↳ Activate your network and have casual conversations to test the waters ↳ Update your resume and your LinkedIn profile ↳ Build a list of target companies and research your options 💡Important Point: These steps aren’t a decision to leave. But, they will make it easier and quicker if you decide to do so. Reminder: Your mental health is non-negotiable. Protect it fiercely. 🎯 What's your best strategy for maintaining mental health at work? Tell us below! ♻️ Repost to support colleagues who might be struggling 🔔 Follow Sarah Baker Andrus for more career and workplace strategies

Mental Health First Aid 101: What You Need to Know Have you ever noticed a colleague at work go from outspoken to increasingly withdrawn, missing deadlines, and avoiding conversations? You notice, but you’re unsure how to help. Or has a friend shared that they’re feeling hopeless, and you struggle to find the right words. Situations like these are more common than we think. The Mental Health First Aid (MHFA) is a framework designed to empower anyone to provide initial support to someone experiencing a mental health challenge or crisis. Here are some actionable steps from Mental Health First Aid that can help you make a real difference in such situations: 📌Recognize the signs: Be alert to changes in behavior, mood, or appearance. Common signs include withdrawal, persistent sadness, difficulty concentrating, irritability, or excessive worry. 📌 Approach and listen: If you notice someone struggling, approach them in a private and non-judgmental way. Use open-ended questions like, “I’ve noticed you seem different lately. Would you like to talk about it?” 📌 Offer support without judgment: Listening is powerful. Avoid interrupting or offering unsolicited advice. Instead, acknowledge their feelings with statements like, “That sounds really difficult. I’m here for you.” 📌 Encourage professional help: Mental health first aid doesn't mean solving the problem but guiding the person to appropriate resources. This could mean suggesting they speak with a counselor, a trusted doctor, or calling a crisis hotline. 📌 Provide resources and follow Up: Share helpful resources, like local mental health services or online platforms. Check back with the person after your initial conversation to show ongoing support. Mental health challenges are becoming increasingly common, equipping ourselves with these skills is essential. MHFA training is a great way to learn and practice these techniques. What would your workplace or community look like if everyone had the tools to respond to mental health challenges with confidence and compassion?

Supporting Stressed Colleagues: The ICARE Framework Whenever I do a keynote presentation to help build caring teams, I ask the audience to raise their had if someone in their life is suffering a mental health issue. That could be someone at work, or in their personal life. 90% of the audience will raise their hand every time. So how do we help them effectively? Some time ago, I developed the ICARE framework to provide five practical steps that we can follow to support a team mate in distress (it's equally applicable to family and friends): I - IDENTIFY Notice when someone's behavior changes. Are they quieter than usual? Missing deadlines? Different energy levels? These shifts often signal someone is struggling. C - COMPASSION Offer emotional support without judgment. Asking "Are you okay?" with empathy can open the door to meaningful connection and support. A - ACCESS EXPERTS Help them find professional support - whether it's a mental health savvy GP or other mental health professionals. You don't need to be the expert, just the bridge. R - REVITALIZING WORK Work can be incredibly therapeutic. When possible, staying engaged (even in modified ways) often supports recovery better than complete withdrawal. E - EXERCISE Never underestimate the power of movement. Offering to take a 30-minute walk during lunch provides both psychological support and physical benefits. Walking features heavily in my own self-care strategy, and when I feel that my mood is declining, I will reach out to a friend to join me on a walk. Reaching out to a colleague in distress can feel like a minefield, but remember that it's not your job to fix them. No one expects you to have all of the answers. The best thing that you can do is show up with intention and practical support. What strategies have you found helpful when supporting colleagues?

🌎 World Mental Health Day: lead like people’s minds matter No, you don’t need cold brew on tap or yoga mats! You need managers who ask, listen, and act. This year’s theme spotlights mental health in catastrophes and emergencies—because when the world is burning, stress doesn’t clock out at 5 p.m. And in conflict-affected areas, roughly 1 in 5 people live with a mental health condition. Leaders can’t solve everything, but we can stop making it worse—and start making it safer. 💡 Try this 5-minute check-in with your team this week: 1. State the intent (30 seconds): “We do better work when we feel safe and supported.” 2. Weather report (90 seconds): Each person shares “sun / clouds / storm” with one sentence—no fixing, just hearing. 3. Load scan (90 seconds): Ask: “What’s one thing we can pause, delay, or simplify?” Capture it. 4. Boundaries (60 seconds): Set one team norm for the next 7 days (response times, no-meeting blocks, purpose of in-person days). 5. Resource nudge (60 seconds): Remind folks what’s available (EAP/benefits, crisis lines, PTO, flexible options) and how to access them. For leaders: 💡 • Measure outcomes, not face time. 💡 • Normalize PTO after intense pushes. 💡 • Train managers in empathic listening and referral, not amateur therapy. 💡 • In global or frontline roles, budget for mental-health and psychosocial support like any core ops line item. 🧡 Kindness isn’t soft. It’s operational discipline. ♻️ If this resonates, I’ll share a one-pager version teams can steal. #WorldMentalHealthDay #Leadership #PsychologicalSafety #RadicalKindness #PeopleFirst #WMHD2025

बीमार शरीर को दवा चाहिए, और थके हुए दिमाग को समझदारी (A sick body needs medicine, and a tired mind needs understanding.) When it comes to mental well-being, the workplace often falls short—not because we don’t care, but because we don’t always know how to help. As HR professionals, we have the power to change that. Supporting mental health isn’t about grand gestures; it’s about creating resources and spaces where employees feel cared for, understood, and empowered to thrive. Here are a few simple, actionable resources HR teams can implement: 1️⃣ Access to counseling services→ Confidential, affordable, and stigma-free. Sometimes, just having someone to talk to makes all the difference. 2️⃣ Mental health days→ Let’s normalize taking a day off before burnout happens. 3️⃣ Employee Assistance Programs (EAPs)→ Provide practical resources for stress management, financial counseling, and more. 4️⃣ Training for managers→ Equip leaders with the tools to recognize and address signs of stress or burnout. 5️⃣ Well-being workshops→ Mindfulness, meditation, and stress management sessions that are inclusive and easy to join. When we invest in mental well-being, we’re not just helping individuals—we’re building stronger teams, healthier workplaces, and a culture of trust. 👉 What’s one mental health resource your company provides (or should provide)? Share below! Let’s learn from each other and create workplaces where everyone can thrive. Because mental health isn’t just personal; it’s professional too. #mentalhealthatwork #hrleadership #humanresources

How To Hold Onto Your Mental Health When Things Feel Out Of Control In today’s whirlwind of economic uncertainty, political polarization, and personal pressures, keeping your mental health intact can feel like a Herculean task. Rising costs, tech-driven isolation, and a shaky job market amplify the strain. Amidst this tumult, you’re not powerless. By focusing on what you can control, leaning on support systems, and nurturing a resilient mindset, you can weather the storm with hope and strength. Here’s how to safeguard your emotional well-being when the world feels upside down. Managing What’s in Your Control The first step to mental stability is zeroing in on what you can shape. With so much chaos beyond our grasp, curating your daily life becomes a lifeline. Start by limiting upsetting news—studies show constant exposure to negative headlines spikes anxiety by 27%, per 2024 mental health data. Set a 15-minute cap on news, then pivot to uplifting podcasts or books.  Self-care is your anchor. Stick to a routine of work, exercise (even a 20-minute walk), sleep (aim for 7-8 hours), and nourishing meals—structure soothes the mind when everything else wobbles. Prioritize connections with supportive friends or family; a quick call can cut feelings of isolation in half, research suggests. Finally, unwind in nature—hiking, yoga outdoors, or just soaking in sunlight slashes stress hormones, offering a reset science backs up. Small tweaks here wield big rewards. Seeking Support When You Need It No one thrives alone, especially now. If stress mounts, reach beyond yourself. Spiritual or religious communities can be a balm if they fit your beliefs—weekly gatherings often boost purpose and cut loneliness, per recent well-being surveys. Volunteering flips the script: helping a local food bank or tutoring kids channels worry into action, sparking empowerment that 2025’s uncertainties can’t dim. When anxiety or depression digs in, professional help is a game-changer—therapists offer tools like cognitive reframing, used by 60% of clients to tame runaway thoughts, per mental health stats. Add mindfulness or gratitude to your mix: five minutes of meditation or jotting three things you’re thankful for daily can drop stress 20%, grounding you in the now instead of the what-ifs...

Prioritizing your mental health is not just self-care. It's a strategic advantage. Here's what most people get wrong: ▪️ They endure toxic environments for money. ▪️ They sacrifice sleep for deadlines. ▪️ They stay silent about burnout. Real leadership means protecting your people's mental health first. And trusting that by supporting the whole human, business results will follow. Here's how to create a workplace where wellbeing isn't negotiable: 1️⃣ Model healthy boundaries from the top ↳ Take your vacation days and encourage others to do the same ↳ Stop sending emails after hours unless it's truly urgent 2️⃣ Create psychological safety in every interaction ↳ Ask "How are you really doing?" and actually listen ↳ Normalize talking about stress before it becomes crisis 3️⃣ Recognize warning signs before they become problems ↳ Notice changes in performance, engagement, or behavior ↳ Address workload concerns proactively, not reactively 4️⃣ Invest in mental health resources that actually work ↳ Provide access to counseling and mental health support ↳ Train managers to have meaningful wellbeing conversations 5️⃣ Measure success beyond just productivity metrics ↳ Track employee satisfaction and stress levels regularly ↳ Celebrate sustainable performance, not unsustainable heroics 6️⃣ Make mental health days as normal as sick days ↳ Remove the stigma around needing mental health breaks ↳ Encourage prevention, not just crisis intervention 7️⃣ Remember that people are humans first, employees second ↳ Understand that life happens outside of work ↳ Support the whole person, not just their job function Investing in your people's wellbeing isn't just the right thing to do. It's the smart thing to do. When you take care of your people, the productivity takes care of itself. ♻️ Repost to remind leaders to think people-first ➕ Follow Carmen Morin for more human-centered leadership