In my work with client companies, it has become apparent that leaders need guidance on how to make employees feel safe discussing stress without fear of judgment. Many employees fear reprisal from the stigma of mental health. On top of that many managers overlook signs of stress, thus allowing stress to develop into burnout.

In my new book, Banish Organizational Burnout: 26 Tips for Managers , Tip #9 is Vulnerability Opens Communication. You can see the full text in the image.

It is important to remember that an emotionally intelligent, empathetic manager will notice when an employee is just not themself. However many managers are not that savvy. Here are some of the clues that a team member might be struggling:

    ?? Leaving their camera off during virtual meetings

    ?? Not completing work assignments on time & not communicating

    ?? Exhibiting extreme personality changes

    ?? Just not being engaged at work

How can you cultivate a culture of caring to eliminate the stigma of mental health? 

One company, Ernst & Young, began a program called Are You Okay? when one of their managing directors lost his wife to suicide. As he tried to cope with this tragedy, his own anxiety began affecting his work relationships. His team noticed his struggles and, rather than ignoring the situation, reached out with a simple yet powerful question: Are you okay?

This moment of genuine concern evolved into a company-wide initiative, teaching managers how to recognize the signs of mental health issues and to approach them with empathy. EY’s program emphasizes that managers don’t need to solve their team’s problems. Instead, they’re trained to listen, acknowledge, and offer resources as needed.

In addition to sharing your own vulnerability, what else can managers do to help their teams?

#1 Host “Mental Health Check-In” Meetings

Implement regular check-ins where employees can share how they’re feeling, both about their work and personally, without fear of judgment. Managers might start these meetings by sharing something personal, creating a safe space for others to follow.

#2 Normalize Conversations about Stress and Burnout

Provide language managers can use, such as “Stress is something we all encounter, myself included. I want this to be a place where we can talk openly about what we’re experiencing.” Language like this normalizes stress and reduces stigma.

#3 Offer Resources and Support

Offer resources proactively, like one-on-one time with you, time off, mental health resources (such as your EAP, Employee Assistance Program), or access to a stress management toolkit, such as my Banish Burnout Toolkit.

Communicating vulnerability is a powerful tool in breaking down mental health stigma in the workplace. When managers open up and encourage their teams to open up, then they pave the way for a work culture that truly supports mental well-being, leading to stronger, more resilient teams.