A Guide for Managers
You don't need to be a therapist to support your team — you need to notice, ask, listen and know where to point people. Here's a simple, practical framework any manager can use today.
Most managers want to help a struggling team member — they just worry about saying the wrong thing, so they say nothing. That silence is the real risk. The good news: supporting someone's mental health isn't about having the perfect words or clinical answers. It's about being human, paying attention, and knowing the few practical steps that make a difference. This guide walks through them. For a deeper, hands-on version with your whole team, Danny delivers mental health training for managers across the UK.
The Framework
Notice the change
Watch for shifts from someone's normal — mood, energy, timekeeping, going quiet, more mistakes, being on edge. You know your team; trust it when something feels off.
Choose the moment and just ask
Find a private, unhurried moment. Lead with care, not process: "I've noticed you don't seem yourself lately — how are you doing, really?"
Listen, don't fix
Your job is to listen, not solve or diagnose. Give them space, don't judge, and resist jumping to solutions. Being heard is often what matters most.
Agree practical next steps
Ask what would help. That might be a reasonable adjustment, a lighter load for a while, or signposting to your EAP, occupational health or GP. Agree something concrete together.
Follow up
Check back in. One conversation isn't support — a quiet "how are things this week?" shows it was genuine and keeps the door open.
If Someone Is At Immediate Risk
If you're worried someone may harm themselves, don't leave them alone. Stay with them, listen without panic, and help them reach urgent help: Samaritans on 116 123 (free, 24/7), their GP, NHS 111, or 999 in an emergency.
You don't have to carry it alone either — that's exactly what trained Mental Health First Aiders and champions on your team are there for.
Common Questions
How do you manage mental health at work as a manager?
Notice changes from someone's normal, choose a private moment and ask genuinely how they are, listen without trying to fix it, agree practical next steps such as adjustments or signposting, and follow up. You don't need to be an expert — you need to care and know where to point people.
What should a manager not do?
Don't ignore it and hope it passes, don't try to diagnose or counsel, don't make promises you can't keep, and don't break someone's confidence. If there's an immediate risk to life, don't leave them alone — get help straight away.
What if I'm worried someone is at immediate risk?
Stay with them, listen without panic, and help them contact urgent help — the Samaritans on 116 123 (free, 24/7), their GP, NHS 111, or 999 in an emergency.
Go Deeper
A guide is a start — practising these skills with Danny is what builds real confidence. Bring his manager training to your workplace.
