Time to Talk Day 2025 is an important annual event aimed at encouraging conversations around mental health. Held every February, this day encourages everyone to have an open and honest dialogue with friends, family, colleagues, and even strangers. The goal is to break the silence around mental health and create an environment where people feel safe to discuss their struggles.
Whether you’re participating at work, school, or in the community, Time to Talk Day serves as a reminder that talking can make a real difference in someone’s wellbeing. This year, it encourages all of us to reach out and make a positive impact, reinforcing that mental health is just as important as physical health.
Effective Ways to Support a Colleague
When reaching out to someone on Time to Talk Day 2025, it’s important to approach the conversation with kindness and empathy.
Ask Open-Ended Questions:
Instead of simple yes/no questions, ask things like “How are you really feeling?” or “What’s been on your mind lately?” These types of questions invite a more detailed response and give the person space to express themselves.
Offer Validation and Empathy:
Acknowledge their emotions by saying, “It sounds like you’ve been going through a lot,” or “I can only imagine how hard that must be for you.” This shows that you’re listening and that you understand the significance of what they’re going through, without making assumptions.
Use Reassuring and Positive Language:
Phrases such as “You don’t have to go through this alone” or “It’s okay to ask for help” can provide comfort. These affirmations reassure the individual that they’re supported, no matter what their situation is.
Be Patient and Listen Actively:
When they speak, give them your full attention. Show you’re listening through verbal cues like “I hear you,” or nodding and maintaining eye contact. Avoid interrupting or jumping to conclusions. Sometimes, the best thing you can do is just listen without offering advice immediately.
Encourage Regular Check-Ins:
After the conversation, make sure to follow up and ask how they’re doing. You could say, “I just wanted to check in again, how are things going?” Let them know you’re available for ongoing support.
What to Avoid Saying to Someone Struggling
While it’s important to have conversations about mental health, it’s equally important to avoid certain things that may unintentionally minimise someone’s feelings.
Avoid Dismissing Their Feelings:
Don’t say things like “It’s not that bad” or “You’ll get over it.” Such phrases invalidate the person’s experience and make them feel that their struggles are being trivialised.
Don’t Offer Unsolicited Solutions:
Phrases such as “Why don’t you try yoga or meditation?” or “Just think positive thoughts” may come across as dismissive. Instead of rushing to offer solutions, focus on listening to their needs and supporting them in their process.
Refrain from Judging or Minimising Their Struggles:
Avoid comments like “Others have it worse than you” or “At least you don’t have X to worry about.” This can make someone feel like their emotions don’t matter or aren’t valid. Everyone’s mental health journey is personal, and comparisons only fuel shame.
Don’t Make It About You:
Avoid responses that make the conversation about you, such as “I’ve been through worse” or “I understand exactly how you feel.” While empathy is important, it’s essential to let the person share their experience without shifting the focus back onto you.
Don’t Press for Details:
Avoid asking invasive or overly personal questions that make someone feel uncomfortable. Instead of asking, “What happened to make you feel like this?” offer space by saying, “Whenever you’re ready, I’m here to listen.”
Recognising When a Colleague Needs Help
Sometimes, people don’t openly express when they’re struggling with their mental health. As a colleague or manager, it can be hard to know if someone needs support. However, there are often subtle signs that can indicate a person may be struggling.
Changes in Behaviour or Mood
One of the most obvious signs that a colleague may need support is a shift in their behaviour or mood. If someone who is usually lively or approachable suddenly becomes more withdrawn, irritable, or distant, this could suggest they’re struggling. Changes in mood might also include appearing quieter or disengaged or showing less enthusiasm in activities they once enjoyed. It’s important to be aware of these behavioural shifts, as they can indicate emotional distress. If you notice such changes, reaching out with a gentle, non-judgemental inquiry like, “I’ve noticed you seem a bit off lately, is everything okay?” can help them feel safe to open up.
Physical Signs of Stress
Mental health issues often show up physically, and your colleague’s appearance or energy levels might signal that they are struggling. Signs such as constant fatigue, tense posture, or physical complaints like headaches or muscle pain can be clues that someone is under significant mental stress. If you notice a colleague has been looking unwell or fatigued consistently, it might be a sign they need support. While it’s important not to make assumptions, offering a supportive word or asking if they need anything can show that you care about their wellbeing.
Increased Complaints About Feeling Overwhelmed
A colleague who frequently mentions feeling overwhelmed, stressed, or unable to cope with their workload might be indirectly signalling a need for support. This could come across in statements like, “I just don’t know how I’m going to manage everything” or “I feel like I’m drowning in work.” These remarks can point to both external pressures and internal struggles that need addressing. If you hear repeated complaints of this nature, consider following up with them to offer a space for them to talk more openly about their challenges. Sometimes, simply knowing someone is there to listen can be a huge relief.
Isolation or Withdrawal
People who are struggling with their mental health often isolate themselves or withdraw from social activities. If you notice a colleague who typically enjoys socialising or participating in team activities suddenly opting out, it could be a sign they’re not feeling like themselves. Withdrawal can also manifest as avoiding casual conversations or distancing themselves from collaborative work. While they might not outwardly express a need for support, offering a subtle invitation to talk or simply checking in can provide them with a safe opportunity to open up when they’re ready. It’s essential to be supportive but not pushy, allowing them to take the lead in deciding when to talk.
Hints About Not Feeling Okay
Sometimes, colleagues won’t directly say that they need support, but they might drop subtle hints about not feeling okay. These can come in the form of offhand remarks like, “It’s been a tough week,” or “I’ve had a lot on my mind lately.” These hints can often be overlooked, but they can be signs that a colleague is seeking an outlet to talk. If you catch such comments, consider offering a gentle invitation to listen. A simple, “If you ever want to talk or need someone to listen, I’m here,” can open the door to a supportive conversation without pressuring them.
How Leaders Can Foster Mental Health Support
Lead by Example
As a leader, you set the tone for your organisation’s culture. If you lead by example and talk openly about mental health, it encourages your team to feel more comfortable doing the same. When leaders discuss their own mental health experiences (where appropriate), it helps break down the stigma surrounding these issues and shows your team that it’s safe to share their struggles. This doesn’t mean you need to share every personal detail but showing that you prioritise your wellbeing and seek help when needed will inspire your employees to do the same. On Time to Talk Day 2025, consider sharing a brief story or example of how mental health matters to you and encourage your team to open up about theirs.
Create Safe Spaces for Conversations
Fostering an open and supportive workplace culture starts with providing safe spaces for employees to talk about their mental health. As a leader, you can create an environment where employees feel secure in discussing their wellbeing without fear of judgement or discrimination. This could be through formal mechanisms, like confidential one-on-one check-ins, or more informal approaches, such as providing “open-door” policies where employees can come to you at any time. You can also set up specific times during the week where employees can discuss personal concerns without feeling rushed. These spaces should be non-judgemental, and you must ensure that confidentiality is respected.
Promote Mental Health Resources
It’s important that your team knows about the mental health resources available to them, such as Employee Assistance Programmes (EAPs), counselling services, or mental health days. As a leader, it’s crucial to proactively share these resources, making sure they are visible and easy to access. Regularly remind your team of the support systems in place, whether through internal communications, posters in the office, or inclusion in team meetings. By promoting these resources, you help normalise the conversation about mental health, reducing any perceived barriers to accessing help. On Time to Talk Day 2025, take a moment to remind your team of these valuable resources, ensuring they know they are not alone.
Encourage Flexibility and Understanding
Mental health challenges can often be unpredictable and may require flexibility in work schedules. As a leader, it’s vital to foster a culture of understanding where employees feel comfortable taking time off to care for their mental health without fear of stigma or repercussion. Encouraging flexible working hours or remote work options can also provide employees with the support they need to manage stress, anxiety, or other mental health struggles. Additionally, when someone does take time off for mental health reasons, approach the situation with empathy, offering support and ensuring they don’t feel pressured to return before they’re ready. This approach sends the message that mental health is just as important as physical health.
Provide Mental Health Training
To create a workplace that truly supports mental wellbeing, leaders must provide mental health training for managers and staff. This helps employees recognise signs of mental health struggles, know how to approach sensitive conversations, and create a compassionate environment for all. Mental health training can include how to spot signs of burnout or stress, how to listen effectively, and how to respond with support rather than offering solutions. Additionally, training can help reduce stigma by educating employees about mental health and giving them the tools they need to act thoughtfully and responsibly. On Time to Talk Day 2025, you could host a workshop or bring in a professional to facilitate training, showing your team, that mental health is a top priority.
Wellity Global Training Support
Conversations that Count: Open Mental Health Communication
This training is dedicated to the art of fostering open discussions on mental health in the workplace, aiming to cultivate an environment where barriers are dismantled, and stigmas are challenged through genuine connections.
Participants will gain skills in establishing a supportive atmosphere, showcasing compassion, and championing mutual encouragement among colleagues. The focus is on actively working towards building connections that create a transformative space where colleagues feel empowered to share their experiences.
Objectives:
- Grasping the significance of workplace conversations surrounding mental health.
- Dismantling prevalent barriers and stigmas linked to mental health discussions.
- Cultivating adept listening skills to construct a secure space for colleagues.
- Strategic approaches to expressing empathy and compassion.
- Encouraging a team culture that actively supports and understands mental health challenges.#
For further information on Time to Talk Day and the sessions we offer, contact us.
