Work-Life Balance & Mental Health
Do you ever worry that someone on your team is struggling in silence?
As a leader, you carry significant responsibilities. From inspiring teams to driving results, the challenges are immense, but on top of that you do need to ensure the wellbeing at work of your team members is always a priority.
And what about you? Striking the right balance between professional success and personal health is not just a luxury; it’s essential for sustainable leadership. When leaders prioritise mental health and foster a supportive environment, they not only enhance their own resilience but also create the conditions for their teams to thrive.
Here are eight actionable strategies to help you prioritise work-life balance and mental health, empowering yourself and those you lead.
1. Lead by Example in Prioritising Well-Being
Your team looks to you for cues on what’s acceptable. Demonstrate to them that mental health and work-life balance are not just words but priorities.
Take Breaks: Schedule and honour your own breaks, encouraging your team to do the same.
Set Boundaries: Be clear about your work hours and make space for personal time. As a working mother when my kids were young I didn’t hesitate to say at the beginning of my last meeting of the day-“ I have a hard stop at x time- I’m collecting my kids after work”.
Normalise Self-Care: Share the steps you take to recharge, like taking a holiday.
Schedule one to one walking meetings: Taking a walk with a team member provides you both with fresh air, exercise and also provides a more informal opportunity to “chat” as well as discuss agenda items. I put my items on my OneNote on my phone so I can refer to those quickly when we are ready to discuss business.
Ask people at your one to one meetings: “How are you?” but respect a person’s privacy if they are not indicating they want to share. Do keep asking though, it might be that you need to build that trust before they are ready to say what’s going on.
2. Cultivate a Culture of Flexibility
Flexibility is a cornerstone of balance, especially for working parents who juggle multiple roles.
Encourage Flexible Schedules: Where the role allows, be flexible with team members to adjust their hours to fit personal commitments.
Allow Health Appointments in the Working Day: it’s give and take. They will appreciate being able to fit certain personal appointments in the daytime and be understanding if from time to time they might need to flex around work situations.
Support Remote Work: For roles that fit that model embrace hybrid or remote setups. Have strategies to support remote working. I like to make sure that out of sight doesn’t mean out of mind, and regularly say hi to my remote team. The Microsoft Teams chat function on one to one or a team chat ensures people feel included in the organisation even if it’s always via screens.
Measure Results, Not Hours: Focus on outcomes rather than how long someone is at their desk.
3. Recognise and Address Burnout
Burnout can erode not just productivity but also morale and mental health. Learn to spot and address it early. Burnout is different from depression, and while you are not a health expert, it’s important to pay attention to any changes in your team members’ behaviour in order to support them.
Watch for Warning Signs: Look for fatigue, disengagement, or irritability in your team. Is the person repeatedly staying late, coming in early?
Sign Post to the Experts: Offer access to counselling services or employee assistance programmes. When I see someone struggling and know additional support is needed, I suggest to team members to consider speaking to their GP, or the mental health first aid team.
Have Open Conversations: Create a safe environment for team members to share their struggles without fear of judgment.
4. Encourage Time Off Without Guilt
Rest is essential, yet many feel guilty about taking time away from work. Change this narrative.
Normalise Using Leave: Lead by example by taking your own holidays and encouraging others to do the same. I give heads up to my team when I go on holidays, show I am organised by delegating in my absence, signposting to the right deputies in my out of office message and am explicit that I will only take urgent calls.
Communicate the Value of Rest: Remind your team that recharging leads to better performance. I resist checking emails while away or respond to them, as this would signal to my team I cannot switch off and would lead to a bad example.
Plan Coverage: Help team members plan so they can step away without worrying about their workload. Before I approve someone’s holiday, I check with them who will cover for their essential work, I look up who else might be away and discuss openly who will cover what. If everyone is away at a critical time this could set up the team for failure!
Work-life balance and mental health are markers of sustainable, effective leadership. By prioritising your well-being and creating a supportive environment for others, you can build a legacy of compassionate and impactful leadership.
5. Promote Mental Health Awareness
Break the stigma around mental health by making it a key component of workplace conversations.
Host Workshops: Bring in experts to educate teams about mental well-being and encourage people to attend. I make it a priority to attend too, otherwise I would be signalling this is not a priority for me.
Encourage Open Dialogue: Regularly check in with your team about their mental health. I don’t hesitate to say that I’ve noticed that a person has stopped taking breaks at lunchtime and ask if they are ok- can we review their workload together?
Provide Training: Equip managers with tools to recognise mental health challenges and respond effectively.
6. Empower Delegation and Collaboration
Trying to do everything yourself is a fast track to exhaustion. Empower others and embrace teamwork.
Delegate Authentically: Assign tasks not just to lighten your load but to develop your team’s skills. – Look up my article on Delegation for Growth.
Trust Your Team: Allow colleagues to take ownership of projects- Look up my article on Building Trust.
Foster Collaboration: Build a culture where people feel supported and valued.
7. Understand What Drives Your Team and Offer Empathy
Motivation is the fuel for engagement and productivity. When it wanes, it can manifest as low morale, disinterest, or even the dreaded feeling of not wanting to "get out of bed in the morning." As a leader, understanding what drives your team members—both personally and professionally—is key to supporting their mental health and maintaining their engagement.
Take Time to Check In: Regularly ask team members how they are, both inside and outside of work. Be mindful of respecting those who prefer to keep personal matters private while staying approachable and sincere.
Build Trust Through Genuine Interest: A relationship built on trust during good times makes it easier to support someone when they need it most. I make time to follow up on news of a person’s life, it can start with a simple open questions “ what did you get up to at the weekend” (note I don’t use the closed question “ how was your weekend” as this might get me the answer “ good/ fine/ ok” and what I want is to open the dialogue).
Offer a Listening Ear: Sometimes, all someone needs is to feel heard. Stressing over a work issue can be isolating, but as a leader, your calming presence can make all the difference. I make sure I check in at later points if the issue is resolved or not.
Show Empathy in Small Ways: Use words, body language, and small gestures—such as a simple "I’m here if you need me"—to demonstrate understanding and support during tough times.
Empathy builds resilience and trust, creating a team dynamic that thrives even in the face of challenges.
8. Advocate for Systemic Change
True balance and mental health require a broader cultural shift in how organisations operate.
Support Policy Changes: Engage in consultations and discussions about policy changes. As an exec leader I was involved in inputting into upcoming policies and understanding the impact on the business but also the people. For example is your family leave policy aligned with best practices? Does your company have a policy for carers?
Champion Equity: Ensure workplace policies consider the unique challenges women face. What might be obvious to you as an essential policy might not be to others who don’t face the same challenges.
Be a Role Model: Your advocacy can inspire others to champion these changes. When a new policy is issued, make time to discuss this with your team so they understand it and roll it out effectively with their own teams.
