What do you do if your team's mental health and well-being is being neglected by leadership?

Negotiating for your team's mental health and well-being is not only a moral duty, but also a strategic advantage. When your team is happy, productive, and engaged, they can deliver better results, collaborate more effectively, and cope with challenges more resiliently. However, not all leaders share this vision or prioritize this aspect of their team's performance. If you find yourself in a situation where your team's mental health and well-being is being neglected by leadership, here are some steps you can take to advocate for your team and create a healthier work environment.

1 Identify the problem

The first step is to identify the problem and its impact on your team. What are the signs of poor mental health and well-being among your team members? These could include stress, burnout, anxiety, depression, low morale, absenteeism, turnover, conflict, or reduced quality of work. How are these issues affecting your team's goals, relationships, and satisfaction? How are they affecting your own well-being and performance? Gather data and feedback from your team and other sources to support your observations and analysis.

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Dr. Dennis Azara

Rechtsanwalt I General Counsel
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This point is really essential! Overload is a very subjective feeling for everyone and is also difficult to measure. The same applies to the transition from stress and overload to severe physical and psychological effects... This is often a smooth transition that takes place over a longer period of time and is not a sudden event. Don't wait too long if you already recognize the first signs in your team. If you wait too long, individual team members will already be experiencing physical symptoms and this should be avoided at all costs. So always be vigilant and talk to your team about it.

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Ahmad Talaat

Brand friend - Business Consultant
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When you begin to identify the problem, please consider the following probabilities that you, as a top manager or owner, may be one of the reasons: Your team leader is stressed from your demanding tasks, and he reflects that on his team. He is prioritizing your satisfaction over that of his team. He is afraid of the consequences of failure.

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2 Communicate with leadership

The next step is to communicate with leadership and express your concerns and expectations. Choose the right time, channel, and tone to approach your leader and avoid blaming, accusing, or threatening them. Instead, focus on the facts, the impact, and the benefits of improving your team's mental health and well-being. Use your data and feedback to illustrate your points and show how your team's well-being is linked to the organization's mission, vision, and values. Ask your leader to acknowledge the problem and commit to taking action.

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3 Propose solutions

The third step is to propose solutions and negotiate for the resources and support your team needs. Depending on the situation, you may suggest changes in policies, practices, culture, or expectations that would enhance your team's mental health and well-being. For example, you may request more flexible work arrangements, more recognition and rewards, more autonomy and empowerment, more feedback and coaching, more training and development, or more wellness programs and initiatives. Be prepared to explain how these solutions would benefit your team, your leader, and the organization as a whole.

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Dr. Dennis Azara

Rechtsanwalt I General Counsel
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Many employees in a company are often stressed or overworked. For some it's just a feeling, for others it's actually the case and often massive. However, it is not very helpful for the management just to receive information or a complaint that someone is overworked! Instead, describe exactly whether it is only a short-term situation during a project or whether it has been going on for a long time. Think beforehand about how you could relieve this employee or how tasks can be better distributed. You absolutely need concrete suggestions, then you will have a better chance that changes will actually be made by the management.

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4 Implement and monitor

The fourth step is to implement and monitor the agreed-upon solutions and track their progress and outcomes. Work with your leader and your team to create a plan of action that specifies the roles, responsibilities, timelines, and measures of success. Communicate the plan to your team and other stakeholders and solicit their feedback and input. Execute the plan and monitor its impact on your team's mental health and well-being. Celebrate the achievements and address the challenges. Report the results to your leader and thank them for their support.

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5 Evaluate and adjust

The final step is to evaluate and adjust the solutions and the process based on the feedback and data you collect. Review the plan and the results with your leader and your team and assess what worked well and what didn't. Identify the gaps, barriers, and opportunities for improvement. Negotiate for any changes or additions that would make the solutions more effective or sustainable. Keep the dialogue open and ongoing with your leader and your team and foster a culture of trust, respect, and care.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your team's mental health and well-being is being neglected by leadership?

1

2

3

4

5

6

1 Identify the problem

2 Communicate with leadership

3 Propose solutions

4 Implement and monitor

5 Evaluate and adjust

6 Here’s what else to consider

Negotiation

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What do you do if your team's mental health and well-being is being neglected by leadership?

1

2

3

4

5

6

1 Identify the problem

2 Communicate with leadership

3 Propose solutions

4 Implement and monitor

5 Evaluate and adjust

6 Here’s what else to consider

Negotiation

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