5 Mental Health Mistakes Managers Make at Work (and How to Fix Them)
Managing mental health at work isn’t just about caring—it’s also smart leadership. Yet, many managers make simple mistakes that can harm their team’s well-being. These missteps, often unintentional, can lead to burnout, disengagement, and even turnover. The good news? With the right approach, they’re avoidable. By understanding their role in shaping a healthier workplace, managers can support employees and create an environment where everyone thrives.
Common Mental Health Mistakes in the Workplace
Mental health at work is a serious matter, but it’s easy to overlook in the rush of deadlines and daily tasks. Managers might unknowingly create environments that damage employee well-being. Let’s break down some of the most common mistakes leaders make.
Ignoring Mental Health Conversations
Mental health can feel like a tricky topic, but staying silent does more harm than good. When managers avoid these discussions, it sends a message: mental well-being isn’t important. Employees may feel unsupported or afraid to speak up when they’re struggling.
Think about it—if your team feels they can’t approach you, issues fester. Productivity drops, relationships strain, and the overall culture becomes toxic. Having open, judgment-free conversations shows your team you care beyond their work output. Simple check-ins or creating anonymous feedback channels can go a long way in opening up those lines of communication.
Setting Unrealistic Expectations
Piling on an endless to-do list might seem efficient, but it’s a shortcut to burnout. Employees can only handle so much before they hit a breaking point. Setting goals that far exceed what’s reasonable doesn’t just harm their mental health—it impacts the quality of their work, too.
Ask yourself: are deadlines tight but fair? Is the workload spread evenly across your team? If employees constantly look stressed, overwhelmed, or exhausted, it might be time to reassess. Balancing expectations ensures employees feel capable and supported, which benefits everyone.
Lack of Recognition and Feedback
Imagine working hard only to feel invisible. It’s draining and demoralizing. When managers fail to recognize achievements or provide constructive feedback, employees might start to feel undervalued.
Acknowledgment doesn’t have to be grand. A quick "great job" on a completed task or specific feedback during meetings can boost morale. Recognition not only improves mental health but can also drive employees to do their best. After all, people thrive when they feel seen and appreciated for their efforts.
Overlooking Signs of Burnout
Burnout isn’t always obvious, but ignoring the signs makes things worse. Fatigue, disengagement, or decreased performance aren’t just “bad days”—they’re warning lights on the dashboard. A healthy workplace requires managers to recognize and act on these red flags.
If an employee seems off, don’t wait. Check in early and ask how they’re doing. Encourage breaks or offer flexibility when things get overwhelming. Being proactive about burnout not only protects your team—it sustains long-term productivity and loyalty.
Creating a Culture of Fear
A workplace filled with fear is no place for trust or growth. If employees are afraid of making mistakes, speaking up, or even asking for help, the environment becomes stifling. Anxiety spikes, communication shuts down, and mental health suffers.
Instead of fear, foster understanding. Approach mistakes as opportunities to learn, not reasons to punish. Create an open-door policy that encourages questions and discussions. Teams perform better when they feel safe to express themselves without fear of backlash.
By addressing these common mistakes, managers can create a healthier, more supportive workplace. It’s not just about avoiding problems—it’s about building an environment where employees can thrive mentally and professionally.
How Managers Can Support Mental Health
Creating a workplace that supports mental health isn’t just a nice-to-have—it's part of being an effective leader. A manager's actions and mindset can make or break the environment for their team. By actively supporting mental health, you show employees they are valued not only for their productivity but also as people. Here’s how managers can lead the way.
Encourage Open Communication
Building trust starts with making communication easy and judgment-free. Employees should know they can talk about challenges, including mental health, without fear of judgment or backlash.
Open the door for conversations by asking simple, thoughtful questions during one-on-ones: How are you feeling this week? Is there anything making your work harder right now? Small prompts like these can invite honest discussions. Also, share company initiatives or personal stories when appropriate—it shows you're invested in a culture of care.
When communication is transparent, teams feel connected. Problems are solved faster, and employees focus better knowing they’re heard. Silence, on the other hand, can amplify stress and leave people feeling isolated.
Set Clear and Fair Expectations
Confusion and unrealistic demands are major causes of stress. When employees don’t know what’s expected or feel the bar is too high, anxiety follows.
To combat this, start by setting achievable, clear goals. Break down big projects into smaller tasks with timelines that feel reasonable. Be upfront about priorities: Which deadlines are non-negotiable? Where is there room for flexibility? This clarity makes workloads manageable and prevents unnecessary overwhelm.
Fair distributions matter as well. If one team member is always overloaded, resentment brews, and performance drops. Regularly evaluate tasks and ensure workloads are distributed evenly.
Celebrate Wins and Offer Feedback
Positive reinforcement goes a long way in boosting morale. Recognition doesn’t have to wait for annual reviews—small, ongoing acknowledgments are often more impactful. A quick shoutout during a team meeting or a thank-you email can brighten someone’s day.
But it’s not just about celebrating wins; constructive feedback matters too. Instead of vague commentary like, “You need to do better,” offer actionable advice such as, “This report looks good, but next time let’s focus more on X.” Frame feedback as a guide, not a criticism. This builds confidence rather than creating additional stress.
Employees perform better when they know you value their contributions and care enough to help them succeed.
Provide Resources and Support
Sometimes, showing support means connecting employees with professional help. Many companies have tools available—make sure your team knows about them.
Employee Assistance Programs (EAPs): Highlight how these provide confidential counseling services.
Mental Health Policies: Share company guidelines, like time-off flexibility for therapy or mental health days.
External Resources: Provide links to free online tools or local mental health organizations.
Bring these options into regular conversation, not just during crises. If employees see you normalizing mental health resources, they’ll feel more comfortable using them.
Model Healthy Behavior
Managers influence team culture more than they realize. If you regularly stay late, skip lunch, or constantly stress, it sets the tone for your team. Employees may see this and feel pressure to follow suit, even to their own detriment.
Instead, lead by example. Take breaks, log off on time, and set boundaries with work. Let your team know it’s okay to unplug for the sake of their well-being. Share how you prioritize self-care—it reinforces that mental health matters for everyone, including leaders.
When managers model balance and self-awareness, employees are more likely to adopt those habits themselves. A healthier team starts with a healthier leader.
Building a Long-Term Mental Health Strategy
A strong mental health strategy is more than checking a box; it’s about creating a sustainable, supportive environment where employees can thrive. Managers play a big role in ensuring mental health remains a priority, not a fleeting initiative. Let’s explore actionable ways to build a long-term strategy that benefits both employees and organizations.
Train Managers on Mental Health Awareness
Managers are the first line of defense when it comes to employee well-being. Training them to recognize mental health concerns isn’t just helpful—it’s essential. Imagine a manager spotting signs of stress before they spiral into burnout. That level of awareness can make all the difference in the workplace.
When managers are trained, they’re equipped to:
Identify early warning signs: Things like withdrawal, fatigue, or irritability can indicate struggles.
Start meaningful conversations: Knowing how to ask, “Are you okay?” in a supportive way opens doors.
Refer employees to resources: A good manager doesn’t solve every problem—they guide employees to the right help.
This training not only improves how managers handle tough moments but also sets the tone for a more understanding culture. Employees are more likely to speak up when they feel their concerns will be met with empathy, not judgment. Think of it as creating a bridge between organizational goals and individual well-being.
Establish Clear Policies
What does mental health support look like in your company? Without written protocols, employees and managers are left guessing. Clear policies ensure consistency, fairness, and transparency, making the workplace more predictable and less stressful.
Here’s why policies matter:
Removes ambiguity: Employees shouldn’t have to wonder if they’ll be penalized for taking a mental health day.
Creates fairness: When guidelines are written, everyone is treated the same regardless of their role or manager.
Empowers managers: Policies act as a playbook, helping leaders respond confidently and correctly.
Common policies might include flexible scheduling, access to counseling services, or specific steps for handling workplace stress. A simple, straightforward document can reduce misunderstandings while showing employees their mental health is taken seriously.
Measure and Improve
A mental health strategy isn’t “set it and forget it.” Just like any other workplace initiative, it requires ongoing evaluation. The goal is simple: find what’s working, adjust what’s not, and create a better experience for everyone.
Start by collecting regular feedback. Ask employees:
What’s helping them manage stress at work?
Are there gaps in support systems or resources?
Do they feel comfortable raising mental health concerns?
Use tools like anonymous surveys or one-on-one meetings to gather insights. From there, track key metrics like employee satisfaction or absenteeism rates. A dip in engagement or increased sick days could signal areas for improvement.
And don’t stop at listening—act on what you learn. For example, if employees need more access to mental health days, revamp your leave policy. Treat this process like fine-tuning a machine: small adjustments lead to smoother operations over time.
Building a long-term mental health strategy is a commitment. But with training, policies, and regular improvement, it’s one that pays off for both employees and the business.
Conclusion
Managers have the power to shape a workplace where mental health is valued and employees thrive. By addressing common mistakes—like ignoring conversations, fostering fear, or overlooking burnout—leaders create a culture of trust and care. Small actions, such as recognizing effort or setting fair expectations, make a significant difference.
Change doesn’t happen overnight, but each step counts. Start fostering open communication, support healthy habits, and model behaviors worth following. A well-supported team is not just happier but more productive and engaged.
What kind of workplace do you want to lead? The responsibility lies with you—and so does the opportunity.
