Scalable benefits and access to clinical care matter but there’s something even more immediate: the way employees experience their manager, day to day. In fact, according to our Workforce State of Mind Report (2024), nearly half of employees say they turn to their manager when they’re struggling. UKG research goes further, finding that 70% of employees say their manager affects their mental health more than their doctor or therapist.

That shocked me when I first read it, but it’s something I’ve seen throughout my career. It also reinforces what we often emphasize in our workshops: leaders shape the emotional climate of a team. They don’t have to be therapists. But they do need to know how to create an environment where people feel safe, supported, and seen.

So how can leaders help create this environment?

In this three-part blog series, we’ll share some tips for you to consider. Let’s start by exploring how people leaders can help set the tone.

Mental health ebbs and flows

In our workshops we often talk about the concept of a mental health continuum. It’s the idea that people might move between thriving, adapting, recovering, or feeling unwell—not just over the course of years, but sometimes from week to week.

Things like remote work, life stressors, or workload pressure all play a part. Leaders can make a real difference in helping their people bounce back faster. When we recognize the natural ebbs and flows in ourselves and our teams, it becomes easier to lead with intention. Leaders can do this by bringing mindfulness to how they show up at work;  by showing up authentically and offering support where it’s needed most.

Tip: Before jumping into the work agenda in your next 1:1, spend time asking how your team is really doing and what’s going on for them personally. Add this to the top of any agenda templates so it becomes routine. 

Take care of the caretakers (and the culture changers)

We tell every leader: if you want to support your team, you’ve got to start with yourself. How you show up impacts your team. I know that if I’m frazzled and tired, it affects how I communicate with mine.

Supporting yourself as a leader might mean using your own mental health tools—such as coaching, meditation, or therapy. It might also mean modeling real boundaries, taking vacation (and actually unplugging), or sharing with your team that you’re not feeling 100%. That kind of honesty builds trust and resilience.

When leaders talk openly about their own mental health experiences, it normalizes the conversation for others. According to Headspace research (2023), 76% of employees actually say they appreciate it when leaders discuss emotional and mental health. You don’t have to overshare. Just showing that you’re human, and that support is something everyone deserves, goes a long way. It helps set the tone for others to follow and this is how real culture change starts. 

Tip: Model psychological safety by sharing one thing that feels slightly more vulnerable than usual. It could be a mental health habit that helps you, or a recent challenge you’ve worked through.

What managers can do (even without a psychology degree)

Knowing what “baseline” behavior looks like for each team member means you’ll notice when someone starts showing up differently; maybe appearing more withdrawn, skipping meetings, or turning off their camera more often. It’s not about diagnosing. It’s about noticing and making space to check in.

Knowing when someone's behavior moves off “baseline” helps us not to confuse personality with distress. Just because someone is quiet, it doesn’t necessarily mean they’re struggling. But if they change, that’s your cue to gently lean in. More on that in the next blog. 

Tip: Block 15-minute windows on your calendar throughout the week to intentionally prompt you to connect with your team. Even a quick written check-in can surface blockers and remind people they’re not alone.

Want to do more for your leaders?

‍At Headspace, we help organizations build mentally healthy and resilient cultures. My team offers workshops to help your leaders and employees feel fully supported.  You can also check out our Thrive as a Leader content collection. For a limited time we’ve unlocked a couple relevant pieces of content.

Learn more about how Headspace helps managers become mental health allies. Look out for our next post where we’ll dig into how to recognize common signs of struggle and what to say when you see them.