Why Waiting for Employees to Ask for Wellbeing Support Is a Mistake
“We don’t need to invest in wellbeing – our people aren’t asking for it.” It’s a belief I’ve heard more times than I can count. On the surface, it might seem logical: if people aren’t asking, surely that means they’re fine. But here’s the thing: silence doesn’t mean everything is okay. In fact, silence often speaks volumes.
When employees don’t ask for support, it’s not because they don’t need it—it’s often because they don’t feel safe, empowered, or confident enough to speak up. And waiting for them to come forward could mean missing the chance to address issues before they escalate.
Think about this: have you ever had a colleague who seemed fine, only to discover later that they were struggling?
I’ve seen this happen time and again. One team I worked with was convinced their employees didn’t need wellbeing support – until an anonymous survey revealed that over 60% of staff felt burned out but hadn’t said a word. Why? They didn’t want to seem weak or incapable in a competitive work environment.
This silence isn’t uncommon. A workplace culture that doesn’t actively promote wellbeing often unintentionally discourages people from raising concerns. The cost? Increased absenteeism, reduced productivity, and, eventually, high turnover rates.
According to the Mental Health Foundation…
Only 35% of employees feel comfortable discussing mental health issues with their employer. Meanwhile, studies from Deloitte reveal that businesses lose billions annually due to unaddressed mental health concerns. These statistics highlight the gap between what employees are experiencing and what they’re willing to voice.
How can we create a culture where employees don’t need to “ask”?
Proactively addressing wellbeing creates a workplace where employees feel supported without having to raise their hands. Here’s how to bridge the gap:
- Normalise Wellbeing Conversations: Make wellbeing a regular part of team check-ins and organisational messaging. When it’s openly discussed, employees feel safer sharing their needs.
- Implement Anonymous Feedback Channels: Not everyone will feel comfortable speaking up directly. Anonymous surveys or suggestion boxes can provide a safer space for employees to express concerns.
- Show, Don’t Tell: Leadership needs to lead by example. When managers take mental health days, talk about self-care, or use wellbeing resources themselves, it sets the tone for everyone else.
- Proactively Offer Support: Introduce initiatives like stress management workshops, mental health resources, or flexible working options before problems arise. Prevention is always better than cure.
- Listen to What’s Unsaid: Look for indirect signs of stress—high turnover, increased absenteeism, or changes in team dynamics. These often tell a more honest story than what’s verbally expressed.
Let’s Talk
Wellbeing shouldn’t be reactive; it should be proactive. Waiting for employees to ask for support puts the onus on them to solve problems they might not feel equipped to address. By creating a workplace that supports wellbeing without needing to be asked, we show employees that their health and happiness truly matter.
What’s one proactive step your organisation could take today? Let’s start the conversation.
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