Managers play a key role in supporting their employees. But leaders may feel unsure about how to bring up topics like mental health. Mental health conversations at work may feel too personal or uncomfortable, especially because work discussions tend to focus more on performance and deadlines.
Fortunately, you don’t need to find the perfect words or take expert training to have effective mental health conversations with your team. What matters is to notice changes, show you care, and make it clear that support is available. Starting mental health conversations early and with empathy also helps reduce stigma and build trust with your team.
Why mental health conversations at work matter
Work takes up a large part of daily life. When stress, burnout, or personal challenges begin to pile up, it often shows up first on the job. However, in the 2025 NAMI Workplace Mental Health Poll, 42% of the U.S. workers surveyed worry that sharing a mental health concern at work could negatively affect them.
This is where managers can play a critical role. When you normalize mental health conversations at work, stigma begins to fade.
In addition to diagnosed behavioral health conditions, everyday pressures like workload, financial stress, caregiving, or major life changes can also affect well-being. Managers may notice:
• Changes in energy, mood, or focus
• Withdrawal from coworkers and the team
• Increased absenteeism, mistakes, or missed deadlines
• Comments or jokes that feel different
You may hesitate to check in with someone on your team because you fear crossing a line. Managers can build confidence by prioritizing regular one-on-one check-ins and talking about behavioral health resources often (not just in emergencies). You’re there for support and connection, but you don’t need to act as a therapist or fix the problem.
Embrace an OPEN mindset
When employees feel supported, they are much more likely to speak up before stress escalates into burnout or a more serious concern.
One of the most effective ways to make mental health conversations feel safer is by embracing an OPEN mindset:
• Offer flexibility during personal challenges
• Practice listening and noticing changes
• Encourage regular check‑ins
• Normalize and model vulnerability
This approach helps managers move from avoidance to connection. It signals that mental health conversations are welcome — not just during a crisis, but as part of everyday work life.
How managers can start mental health conversations
Mental health conversations are about connection, not diagnosis, so you don’t need clinical training or scripted language. What matters most is tone — be genuine, respectful, and calm.
A simple approach is to share what you’ve observed, ask an open question, offer support, and follow up. Here are some openings to spark a conversation when speaking one-on-one with someone on your team:
• “How have things been feeling for you lately?”
• “You have a lot on your plate. Are you feeling supported?”
• “Is there anything at work that’s been making things harder?”
• “You seem a bit quieter than usual lately. How are you doing?
If an employee shares, be sure to listen without interrupting or rushing to fix the problem. Stick with curiosity and support. Thank them for being open. And if they’re not ready to talk, that’s okay. Just leave the door open so they know you’re there if they change their mind. Sometimes the most helpful step in a mental health conversation is reminding employees that there is support — and showing them how to access it.
Team meetings may also be a good place to normalize well-being conversations and talk about resources and support that are available. Encourage your team to share their successes and challenges, and be willing to model this by sharing your own.
IBX supports mental health at work
Throughout your journey of supporting your team, you are also supported. Independence Blue Cross (IBX) offers a Behavioral Health Toolkit for employers with dozens of mental health resources for the workplace, including:
• Ready‑to‑share materials about mental health and IBX benefits
• Conversation guides for managers
• Clear paths to behavioral health support
• Step-by-step guide for employers to create a healthier workplace
Your employees who have IBX coverage have comprehensive behavioral health benefits and a robust provider network, so they are supported across a wide range of needs, from common mental health concerns to more complex challenges like substance use disorders, OCD, and eating disorders.
IBX members can call our Behavioral Health Care Navigation team at 1-800-688-1911, Monday through Friday, 8 a.m. – 6 p.m., to talk to someone who can guide them to the right in-network care and even schedule an appointment for them in as quickly as 1 – 2 days.
A simple conversation can change a lot
When managers start mental health conversations, they send a clear message: Your mental health is important and support is here. That message can reduce stigma, build trust, and help employees feel better.
Navigating behavioral health challenges is a learning process for all of us, but managers can lead the way. Be part of the change by creating a safer, more supportive and empathetic workplace for your employees.
This content was originally published on IBX Insights.
About Dr. Ryan Connolly, M.D., M.S.
K. Ryan Connolly M.D., M.S. is a psychiatrist and behavioral health medical director at Independence Blue Cross. He is also a Clinical Assistant Professor of Psychiatry at the University of Pennsylvania Perelman School of Medicine. Dr. Connolly has worked to improve mental health at the Department of Veterans Affairs and the Philadelphia Department of Behavioral Health, and has published on the subject of improving outcomes in depression treatment. Dr. Connolly has received degrees from the Johns Hopkins University, Georgetown University, and Temple University, and completed his residency training at the Hospital of the University of Pennsylvania.
