Workplace conversations about mental health have become more open in recent years, but recognizing when a colleague is struggling is still a challenge. Many employees hide their difficulties out of fear of stigma, job security concerns, or simply not wanting to appear vulnerable. The reality is that mental health struggles are common and being able to spot the signs early can make all the difference.
Why This Matters
Mental health challenges are not just personal struggles, they have a direct impact on workplaces. When employees are stressed, burned out, or silently battling anxiety or depression, productivity and engagement suffer. Beyond the human cost, organizations also face higher absenteeism, increased turnover, and reduced performance. The data shows just how significant this issue has become worldwide.
- According to the World Health Organization, depression and anxiety cost the global economy an estimated $1 trillion per year in lost productivity
- The WHO also estimates that about 15 percent of working-age adults globally experience a mental disorder at any given time.
- In 2023, a study by recruitment firm Reed found that 85 percent of workers reported symptoms of burnout or exhaustion, and 47 percent had taken time off for mental health reasons.
These numbers highlight why mental health is not just a personal issue but a business issue too. Supporting employees who are struggling can improve morale, reduce turnover, and boost overall productivity.
Subtle Signs Someone Might Be Struggling
Not every sign is obvious. Sometimes the person who seems just tired or a bit off is actually carrying a heavier burden.
| Possible Signs | What It Might Look Like |
|---|---|
| Withdrawal from others | Skipping team lunches, avoiding meetings |
| Drop in performance | Missing deadlines, more errors, difficulty focusing |
| Visible fatigue | Consistently tired, low energy, disengaged |
| Mood changes | Irritability, sadness, or uncharacteristic quietness |
| Loss of interest | No longer engaged in work they used to enjoy |
| Increased absenteeism | More sick days, frequent late arrivals |
These indicators do not always mean someone is facing a mental health challenge, but patterns matter. If several of these signs show up over time, it is worth checking in.
Why Employees Hide Their Struggles
Even in progressive workplaces stigma remains a big barrier. Common reasons include fear of being judged as weak or unreliable, worries about career impact, cultural or personal beliefs that discourage talking about mental health, or not recognizing the severity of their own struggles until it worsens.
This is why leadership behavior matters. When leaders model openness about stress or share their own coping strategies, employees feel safer seeking support.
How to Support Someone Who May Be Struggling
Recognizing the signs of poor mental health is only the first step. The real impact comes from how you respond. Many people hesitate to reach out because they worry about saying the wrong thing or overstepping. But offering support does not require being a therapist, it requires empathy, listening, and knowing where to point someone for help. Small, thoughtful actions can make a big difference in helping a colleague feel seen and supported.
- Check in privately. A simple and non-judgmental question like “I have noticed you seem quieter than usual, are you okay?” can open the door.
- Listen without pressure. Avoid rushing to fix the problem. Often, being heard is the first step toward healing.
- Encourage professional help. Share resources like Employee Assistance Programs, mental health hotlines, or therapy options.
- Respect boundaries. If they do not want to talk, let them know you are available when they are ready.
- Offer practical support. Flexibility with deadlines, remote work options, or lighter workloads can reduce stress in the short term.
Building a Workplace That Supports Mental Health
Organizations can go beyond individual conversations by creating a culture that values mental well-being. Normalize conversations about stress and mental health. Provide resources such as access to counseling services, mental health apps, or wellness programs. Promote work-life balance by offering flexible hours and reasonable workloads. Train managers to recognize the signs and respond effectively.
Frequently Asked Questions About Mental Health at Work
Stress is often temporary, tied to deadlines or projects. If someone’s behavior changes over weeks or months—withdrawal, persistent fatigue, loss of interest—that could indicate a deeper issue.
You do not need to diagnose. A gentle check-in like “I have noticed you seem off, want to talk?” shows care without labeling their experience.
Respect their boundaries. Let them know you are available if they want to chat later, and point them to resources they can explore privately.
In many countries yes, through health benefits, reasonable accommodations, or workplace wellness requirements. Even when not legally mandated, offering support is good for retention and culture.
Final Thought
Recognizing when someone is struggling with mental health is not about playing doctor. It is about noticing changes, showing compassion, and offering support. A simple check-in could remind a colleague that they are not alone, and that help is available.
When organizations make mental health a priority, the benefits ripple outward: healthier employees, stronger teams, and workplaces where people feel safe bringing their whole selves to work.
