Would You Know If a Team Member Was Struggling with Mental Health?
Would you recognize if someone on your team was grappling with mental health concerns? And if you did, how would you approach them?
A recent study found that 37% of Canadian employees wouldn’t tell their HR leader if they were struggling with mental health issues. Even more concerning, 16% of workers said their workplace causes persistent feelings of depression and anxiety.
The truth is, we’re in the midst of a mental health crisis—one that is often discussed but rarely addressed with the urgency it deserves. For HR leaders, the challenge lies in identifying employees who are silently struggling before they eventually choose to leave the company.
“Mental health is a journey, and there is a spectrum from mental health to mental illness,” said Andrea Bartlett, Director of People Operations at Humi. “Not only is every employee different, but they also show signs of mental health struggles in different ways. This makes it difficult for employers to pinpoint one clear indicator.”
Behavioral Shifts That May Signal Mental Health Struggles
While everyone is different, there are common behavioral changes that may indicate an employee is struggling. These include:
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Changes in communication (tone, frequency, clarity)
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Reduced engagement (in meetings, group chats, or team activities)
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Frequent or unexplained absences
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Presenteeism (showing up but not truly present)
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Noticeable changes in appearance (personal grooming or workspace condition)
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Shifts in work style or productivity
The Remote Work Factor: Making It Harder to See the Signs
It would be a mistake to assume that our collective mental health was thriving before the pandemic. Many employees already struggled daily. However, COVID-19 intensified these issues, introducing new stressors:
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The isolation of remote work
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Health and safety fears
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Financial instability
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Widespread layoffs and job insecurity
Remote work makes it even more difficult for HR leaders to spot the warning signs. As Bartlett advises, the key is to recognize that every employee is unique. Employers must take time to understand each person’s needs and challenges, rather than applying one-size-fits-all mental health initiatives.
