1 in 4 employees will experience a mental health challenge in any given year, yet many go unnoticed. Unlike a physical illness, mental health struggles are often invisible—and that makes early recognition both crucial and challenging. By spotting the signs early, colleagues and managers can offer support before things escalate, reducing the risk of burnout, absenteeism, and crisis.
But how do you recognise the signs when someone might be struggling?
Why It’s Hard to Spot Mental Health Struggles
Most of us are not trained mental health professionals, and the workplace isn’t always an easy space to talk openly about feelings. Stigma and fear of judgment can keep employees silent, even when they’re struggling.
On top of that, many signs of poor mental health can look like everyday stress, tiredness, or even personality quirks. That’s why awareness—and knowing what to look for—is key.
Early Warning Signs to Look For
Everyone has good and bad days, but when changes are noticeable and persistent, it might indicate someone needs support. Here are three common areas to watch for:
1. Behavioural Changes
- Withdrawing from colleagues or avoiding social interaction (e.g., a usually chatty colleague starts keeping their camera off in virtual meetings)
- Increased irritability, impatience, or mood swings
- Changes in appearance or neglect of personal care
2. Emotional Cues
- Expressing feelings of hopelessness or being overwhelmed
- Tearfulness or visible anxiety during meetings
- Loss of enthusiasm or noticeable drop in confidence (e.g., a normally proactive team member no longer volunteers for projects)
3. Performance Shifts
- Missed deadlines or errors in work they usually manage well (e.g., an organised employee suddenly struggles to keep on top of tasks)
- A decline in productivity or quality of work
- Presenteeism—showing up but disengaged or disconnected
The key is to notice patterns over time rather than reacting to a single bad day.
How to Approach Someone Sensitively
Spotting a potential issue is only half the challenge. Knowing how to approach someone without making them feel judged or uncomfortable is essential.
Do:
- Choose a private, quiet space to talk.
- Use open, caring language like: “I’ve noticed you seem quieter than usual—how are you doing?”
- Listen actively and without judgment.
Don’t:
- Try to diagnose or offer medical advice.
- Minimise their feelings (“Everyone gets stressed”).
- Gossip or share their situation without permission.
Remember: your role isn’t to fix things, but to create a safe space and point them toward support.
Building a Supportive Environment
One conversation can make a huge difference, but a truly healthy workplace culture goes beyond one-to-one interactions. Here are some ways organisations can foster openness:
- Encourage managers to check in regularly with their teams—not just about workload, but wellbeing.
- Normalise conversations about mental health by sharing resources and awareness campaigns.
- Train Mental Health First Aiders (MHFAiders) or promote existing support such as Employee Assistance Programmes.
When employees feel psychologically safe, they’re more likely to speak up before things reach a crisis point.
Final Thoughts
Mental health is everyone’s business. By learning to spot the early signs and responding with empathy, we can create workplaces where people feel seen, supported, and able to thrive.
If you’d like to find out more about Mental Health First Aid training or how to build a culture of wellbeing in your organisation, get in touch—I’d love to help.