I’m concerned about the mental health of my colleague. What should I do?

Author: Rosie Overfield , AVA Veterinary Wellness Steering Group Member 

Rosie will be facilitating the THRIVE Veterinary Wellness Symposium on Monday 27 May at AVA Conference in Melbourne – we hope to see you there! 

A mentally healthy and psychologically safe workplace subscribes to three beliefs; (1) it is our responsibility to raise awareness and reduce stigma around mental health problems, (2) we should promote a positive working environment and (3) we can proactively support our colleagues who may be experiencing a mental health challenge (Beyond Blue, 2014).  

Contrary to myth, you do not need to be a trained counsellor to talk to your colleagues about their mental health. What is important is that the communication skills you use are safe, compassionate, and genuine.  

The concept of psychological safety was created in 1999 by Harvard Business School’s Professor Amy Edmondson. Psychological safety is a perception of the consequences of taking interpersonal risks in each context. In a team, psychological safety is highest when team members feel confident that they will not be humiliated, rejected, or embarrassed for speaking up, admitting mistakes, or showing vulnerability. This confidence is built on a foundation of mutual respect, peer support, and trust irrespective of rank and status. It is further enhanced by role clarity, autonomy, and inclusive leadership. In essence, when psychological safety in the workplace is present, people feel comfortable bringing their full, authentic selves to work and are okay with ‘letting it all hang out’ in front of others. 

Psychological safety plays an important role in communication and collaboration, especially when navigating sensitive conversations such as mental health and well-being concerns. It can feel very vulnerable to talk about struggles, and in some instances, it may be the first time your colleague has had someone show genuine interest and concern for them.  

Here are some practical tips that promote psychological safety when reaching out to a colleague you are concerned about.  

• Plan your approach. Always consider a suitable place and time of day to start a conversation. This does not always need to be formal a setting. A coffee before work or while you’re packing up for the day can be a great way to start a chat.
• Consider how you will start the conversation. It’s important that your colleague doesn’t feel ambushed by questions without context. Your communication should include what you have noticed and an invitation (open-ended question) to talk about it. Examples include: 
  • I’ve noticed you don’t seem yourself lately and I’ve been a bit worried. How are you?  
  • I’ve noticed you have been withdrawn and quiet in the last few weeks and that’s not like you. How are things? 
  • Correct me if I’m wrong, but I’ve been sensing you’re unhappy at the moment. I care about you, and I want to help. What’s been going on for you? 
• Listen without judgment and express empathy verbally. When listening and communicating with your colleague, it is important to first set aside any judgments made about them or their situation. Allow them to speak without interruption and acknowledge what you have heard. This simple act of verbally acknowledging and empathising is a powerful tool for promoting psychological safety. Your colleague feels seen, heard, and validated. Examples include: 
  • I can appreciate this has been hard for you but I’m so glad you feel you can talk to me.  
  • Thank you for sharing that with me. It sounds like it’s been really tough for you.  
  • You’re not alone and I’m glad we had this chat.  
• Keep your colleague at the centre of the conversation and any decision-making. This means asking if they need or want help, not assuming they have done nothing. Although you are a veterinarian, this is the one time that you don’t jump to diagnose and fix! Encourage your colleague to talk about what they’ve tried and what may be useful. Examples include:
  • Who else knows how you’re feeling? 
  • What supports have you accessed? 
  • Where can I be of use to you? 
  • Who should we talk to in the workplace? 
• Ensure the conversation ends with a plan to act. This may include accessing resources together or assisting your colleague to see a GP or counsellor. Keep the lines of communication open with them. If they wish to seek support on their own, get permission to check in on them on a regular basis. The more trust and openness there is, the more likely they will keep you informed.  

Lastly, ensure you seek support for yourself if a conversation has been emotionally confronting. It is important as a help-giver that you take care of yourself and access your own support and wellbeing resources.  

References 

Beyond Blue, 2014 ‘Creating a mentally healthy workplace: a guide for business leaders and managers’. Retrieved from:   https://www.headsup.org.au/docs/default-source/resources/bl1256-booklet---creating-a-mentally-healthy-workplace.pdf?sfvrsn=4 

Useful Resources for Help Givers 

AVA Thrive Veterinary Wellbeing Initiatives and Resources 
https://www.ava.com.au/Thrive/Prevent-Promote-Protect-resources-and-support-services/  

Mental Health First Aid Training and Resources  
https://www.ava.com.au/Thrive/thrive-programs/mental-health-first-aid-course/  

About Rose Overfield 

Rosie is an experienced facilitator, counsellor, HR advisor, and workplace wellbeing consultant. She has a strong focus on mentally healthy workplace design, leadership, and clinical communication to develop exceptional veterinary teams. Rosie is a nationally registered counsellor with a Bachelor of Communication, a Graduate Diploma of Counselling, GAICD, and a Master of Human Resources and Organisational Development. Rosie is also a veterinary practice owner and a yoga & mindfulness teacher, giving her a unique perspective and diverse skillset to positively contribute to the AVA’s Veterinary Wellness Steering Group.