Mental Health: What Leaders can really do

Reading time: approx. 6–8 minutes

Do you know that feeling? A team member withdraws. They're quieter than usual, seeming somehow "not quite there." You ask—"Are you okay?"—and get a curt "Yeah, it's fine."

This used to happen to me a lot. I had the feeling something wasn't right. But I wasn't sure: Am I allowed to ask further questions? Is this part of my role? And what if I do it wrong?

Today I know: Mental health can't be outsourced. It's not just an HR task. It begins where leadership helps shape culture – in small ways, in everyday life, often between the lines.

What does “mental health in the workplace” really mean?

The topic is often equated with mental illness. But mental health encompasses much more: It's about the underlying emotional climate in which people work.

Questions like:

• Am I allowed to be overwhelmed here sometimes – or do I have to function?

• Is only performance seen – or also stress?

• Do I feel I can speak openly – or is silence safer?

The answer to these questions depends largely on leadership behavior.

According to the 2022 AOK Absence Analysis, 77% of respondents cite manager behavior as a key factor in their mental health at work. And according to Gallup , the likelihood of burnout increases significantly when employees feel they aren't seen or emotionally supported.

Why leadership must be mentally healthy before empowering others

Managers often find themselves under pressure – and in doing so, ignore their own limits. They function instead of leading. However, those who consistently ignore their own pressures not only lose energy, but also their connection to the team.

Mental health therefore begins with self-leadership. Those who know their own resources, pay attention to them—and use them openly—send a strong message: Here, you're allowed to be human.

Three concrete levers for leadership that strengthens mental health

🟡 1. Show yourself as a person, not just as a function

Many leaders believe they have to appear "strong" – and confuse that with "unassailable." But the opposite is true: Vulnerability creates connection.

For example, during a team check-in, say: "Today was a lot. I notice that I'm having trouble concentrating right now." Or: "I realized I didn't take enough breaks this week—I want to do better next week."

What happens?

• You normalize stress.

• You open a space in which others can also show themselves.

• You lead by example, not by expectation.

🟡 2. Talk about energy – not just performance

In many companies, it's all about output, efficiency, and goal achievement. All of this is legitimate—but too one-sided. Those who only focus on performance overlook the crucial issue: Where does the energy actually come from? And what drains it?

Questions for your next 1:1 or team meeting:

• “What gave you energy this week?”

• “What was exhausting – and why?”

• “How can we respond to this as a team?”

These questions will help you identify early warning signs before motivation falters or stress becomes a problem.

🟡 3. Consciously create healthy routines

Mental health develops not only through conversation, but also through the structure of everyday life. Leaders can make a significant difference here – often with small but effective signals.

Examples:

• Introduce no-meeting times (e.g. no meetings before 10 a.m. or on Fridays after 2 p.m.)

• Make breaks visible : “I’m taking a 30-minute lunch break now – see you soon!”

• Respect boundaries & communicate : Plan emails after 6 p.m. instead of sending them immediately

Why is this important? Because culture isn't created by guiding principles—it's created by routines. And leadership plays a role model role here.

Bonus: What you can do if you are worried about a team member

• Start the conversation – early, calmly, without pressure

• Choose I-messages: "I've noticed that you're becoming very withdrawn right now. I'm a little worried."

• Listen actively – without hasty solutions

• If you are unsure: get HR or company doctors involved before you overextend yourself

You don't have to be a therapist. But you can be a person who listens, supports, and points out options for action.

Conclusion: Mental health is a leadership task – and a factor for the future

In a working world full of change, stress, and speed, people need something other than a constant focus on goals. They need an environment that allows for uncertainty. That not only values performance, but also the people behind it.

Leadership that strengthens mental health doesn't build walls—it builds bridges. Bridges to trust, motivation, and true connection.

💭 Reflection question to take away:

What are you doing today to take care of your own mental health – and how visible are you making this within your team?

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