Supporting well-being begins with regular communication and empathy. Managers do not need to be experts in mental health; simple actions like checking in on personal mood, recognising achievements, and defending the importance of short recovery breaks make a world of difference.
Creating spaces where team members can talk openly, but not forcefully, about their challenges can help identify stressors before they become issues. Managers can also model helpful micro-practices, such as taking breathing breaks or naming their own ways to reset, showing that well-being is normal, not an extra.
Empowering staff to use well-being techniques (like using the Well-being Solved app, joining brief live sessions, or journalling about stress) is another pathway to strengthen the team. Good managers actively encourage but do not mandate participation. Personalising approaches to well-being, offering different options, and listening to feedback builds trust and increases the chance of positive impact.
If you are a manager or aspiring leader, consider: What steps have you taken to make well-being visible and accessible in your team? What stories or feedback stand out? And what new ideas might support your colleagues? We would love to hear about your successes, and you can reach us via our contact form.