That people get the support they need

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This means that employees have the right to take sick leave to support their mental health. It also means investing in creating an open, supportive culture where people feel they can ask for help and share their experiences.

Beyond this, there needs to be tangible practices and strategies to ensure . This means creating clear channels for voicing concerns. It also means making compromises, engaging in open dialogues, providing access to necessary resources, and ensuring that people with mental health issues are heard.

Finally, mental health fundamentals should be built into your staff training. In short, this means that mental health support should be an integral part of your company’s very DNA.

Practice what you preach
Leadership actions have a huge impact on employee behavior. No matter how many positive policies you promote, if you don’t follow them, your employees won’t either. One of the clearest ways to communicate thailand email list to your staff that their mental well-being matters is to lead by example.

Take full lunch breaks and work at a reasonable pace to encourage your colleagues to do the same. Ensure a good work-life balance by switching off at the end of the day, resisting the temptation to answer emails late at night, on weekends, or while on vacation.

If you take mental health sick leave, communicate that you are doing so to normalize taking care of your well-being. Set a precedent for your team by explaining how much you value downtime; you’ll be surprised how important this check-in can be.

Offer personalized support
There are a lot of different ways you can help as a manager - here are just a few low-cost adjustments you can make:

Providing opportunities for learning and development;
Mentoring or an informal, friendly support system;
Enhanced control to help manage workloads and hours;
More individual contacts or channels for feedback;
Recognizing, understanding and disseminating positive achievements;
Improving the structure or delivery of feedback;
Offering remote and flexible work;
Establishing mental health support groups;
Providing a safe place in the workplace during breaks.
Conducting debriefings after complex projects and tasks.
Making changes to job descriptions and responsibilities, supporting work with other departments, or giving people completely new tasks;
Implementation of a phased return to work policy;
Providing quiet rooms for rest and adjustment of the workspace.
There is no simple solution to problems – what works for one employee may not work for another. That’s why support needs to be tailored to the individual. You need to listen to people so you know how to change your management style to suit their needs. This starts with asking them what they need to achieve their goals and how they feel about the support you currently provide.

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