4 Ways Managers Can Ensure Workers Feel Seen For Greater Mental Health

If you’re a manager concerned about the effect you have on employees’ mental health, you’re not alone. The reports about your impact have people’s attention. With the stakes so high and your influence so significant, one particular consideration may matter more than most.

When people feel seen, heard, understood and appreciated, it is a major contributor to their mental health. And the opposite is true. Without these, people struggle with everything from loneliness to imposter syndrome.

There are straightforward ways you can take action to give people not only recognition, but reinforcement for their value and their importance as individuals, team members and contributors to the organization.

The Problem With Invisibility

New research from Joblist, found when people felt invisible, they tended to experience higher levels of burnout, imposter syndrome and loneliness. They also reported lower satisfaction with their own performance, engagement and job security (think: higher levels of stress or uncertainty).

Invisibility is related to mental health because it can contribute to depression or anxiety. Feeling like others don’t see or acknowledge them can result in people believing they don’t’ matter, their work isn’t effective or they aren’t valued as a member of the team. They may feel overlooked or left out—both of which can set the conditions for people to feel less well physically, cognitively or emotionally.

Ultimately, people own their happiness and wellbeing, so while managers aren’t responsible for these things, they are responsible to others in creating the conditions for great experiences to the best of their ability.

Join the conversation: What have leaders or colleagues done to help you feel seen, heard or appreciated? Share your thoughts in the comments section of this article or on LinkedIn here.

Positive Action for Vitality and Visibility

Fortunately, there are some straightforward strategies and tactics which can contribute to people feeling seen, valued, appreciated and meaningful in your team and organization.

#1 – Value People

It is a truism that people don’t believe what you say, they believe what you do—so it’s important that you demonstrate you value people, their opinions, their expertise and their perspectives. You can do this in many ways, but the data from Joblist suggests managers are most likely to ask employees for feedback (46%), encourage contributions from all team members (45%), hold brainstorming sessions (36%) and include employees in new initiatives to develop the business (25%).

All of these are useful because they involve people, include them and provide avenues for them to be heard. It’s not enough to simply say you have an open door or that you welcome input. More powerful is the strategy to ensure you’re making space and creating moments for people to share and participate.

#2 – Celebrate

Another way you can help people feel seen and heard is by celebrating accomplishments of individuals and teams. Even the most seasoned employees appreciate recognition. And while not everyone prefers fanfare or the spotlight, it is a rare employee who doesn’t appreciate a pat on the back and acknowledgement their efforts made a difference.

According to the study, managers are most likely to express gratitude (49%), share victories with the team (40%) and utilize company-sponsored awards (19%). You’ll want to be sure you’re specific about recognition and celebration—rather than providing superficial platitudes. Know your employees’ work and which efforts are most challenging—so you also know where their outcomes have been greater achievements for them at a personal level.

#3 – Connect

Building strong relationships with people is perhaps one of the best ways for people to feel seen and validated. Statistically, when managers show empathy, people report greater levels of mental health, but they also say they are more productive, innovative and happier.

In the Joblist study, leaders were most likely to check in with employees (51%). This doesn’t mean they were micromanaging—not checking up—but rather checking in to see how things were going and whether the employee needed support. Managers also attended meetings (36%), fostered employee relationships (36%), encouraged people to keep their cameras on during video calls (33%) and held additional meetings (24%).

In all of these activities, the take-away message is to be present and accessible. When you see people more, you’ll notice if they’re down—or if they’re especially enthusiastic about something. You’ll be able to tune in, ask questions, provide a listening ear or suggest resources to help.

#4 – Socialize

The best way to build teams and relationships is through task—sharing the load, contributing to common goals and working hard together. But socializing is also meaningful because it creates shared experiences which can be the basis for collegial relationships and even friendships.

The study found managers scheduled employee bonding activities (33%) and extracurricular company activities (27%). You’ll want to be judicious about these kinds of activities because they potentially take away from employee personal time or from employee work time (read: increased stress because there isn’t enough time to get work done). But some activities can be useful.

Consider social time which is equalizing. For example, ax throwing can be a source of fun and humor because few people are expert, and it creates common ground. Or you can organize activities which are community-oriented so you get the social boost, but also the meaning that comes through purpose and contribution. Spend the day re-painting the city mission or invest an afternoon in maintaining the community garden.

Making the Effort

In the end, it’s your behaviors and clear effort which will make the most difference to people. When you pay attention, invite people in and validate their importance, you in turn help people to feel significant. And this is one of the most powerful ways to contribute to wellbeing.

Join the conversation: What have leaders or colleagues done to help you feel seen, heard or appreciated? Share your thoughts in the comments section of this article or on LinkedIn.

If you or someone you know is struggling or in crisis, help is available. Call or text 988 or chat 988lifeline.org . Or call 911 or go to the nearest emergency room. Also refer to the CDC Mental Health home page for additional information and resources.