While we might (justifiably) look to our employer or line manager to maintain healthy workplace conditions, workloads and practices, we can all play a part in creating caring and productive workplaces by simply looking out for one another.

According to the Black Dog Institute, “creating an accepting and supportive work environment is key to assisting individuals to disclose mental health problems”.

It starts with learning how to spot the early warning signs of mental ill-health, which can seriously affect our overall wellbeing, relationships and performance.

While increased absenteeism, poor concentration or reduced productivity may be tell-tale signs in a work colleague, there are also more subtle cues – like increased sensitivity to criticism, excessive procrastination and social withdrawal.

Unfortunately, there’s still a great deal of stigma and shame associated with poor mental health. We’ve become very good at hiding it, for fear we will be judged or it will impact our future career. But developing the confidence to broach the subject sensitively and respectfully with another person is a skill we might one day need professionally, if not personally.

Before you rush in, stop and plan the conversation. It’s the individual’s choice to engage, or not. You need to be prepared to sit uncomfortably with difficult information and emotions, and to have solutions to suggest. Be supportive and authentic at all times.

You can boost your chances of an effective exchange if you arrange for the chat to occur in a private location, when neither of you are rushed. Focus on asking open-ended questions and active listening, and carefully observe the person’s behaviour.

A good opening line can be: ‘I wanted to have a chat because I was concerned about recent behaviour I have noticed and wanted to know if I could help’. Then you can ask what has caused those changes and what’s happening for the person.

Expect them to be guarded and even defensive. Avoid filling the silences (it provides time to reflect), show interest and, if appropriate, consider disclosing your own experiences. If you begin to struggle, revert to TED – ask them to tell you what is happening for them, explain the impact, and describe how they feel.

Even if someone is unwilling to open up to you, you can ask if there is someone else they would prefer to chat with and encourage help-seeking behaviour. Have relevant helpline numbers handy and thank the person for sharing what they have.

Because nobody likes tokenistic efforts, suggest another time when you could sit down again, to check on how they are going. They may be more forthcoming next time.

According to the Black Dog Institute, “good mental health management in the workplace benefits everyone. The greater the awareness, knowledge and acceptance of mental health in the workplace, the lower the personal and financial cost burden to all concerned”.

However, the institute cautions that we should “be responsive but not responsible”. Most employers will have HR departments, Employment Assistance Programs and even wellbeing teams to support staff. And remember that maintaining our own mental health matters, too, so don’t neglect your own self-care.

Finally, don’t be disappointed if the conversation doesn’t quite go to plan. At the very least, you will have shown someone that you care about them, and modelled behaviour that normalises conversations about mental health.