Every year, R U OK? Day reminds us of the power of a simple question. But in the workplace, “Are you okay?” can’t just be small talk. It needs to be a genuine conversation and one that creates trust, support, and real change.
Here’s how to do it well.
Start with the Right Intention
Don’t ask just because the calendar says you should. Ask because you’re genuinely ready to listen. People can tell when it’s performative. A real R U OK? conversation starts with care, not compliance.
Pick the Right Moment
These conversations work best when they’re private, unrushed, and distraction-free. A quick “You good?” in the middle of a meeting won’t cut it. Take the time to step aside, close the laptop, and show the person they have your full attention.
Listen More Than You Speak
Your role isn’t to fix everything. It’s to listen without judgement. If someone shares what’s really going on, resist the urge to jump in with advice. Instead, acknowledge what they’ve said and thank them for trusting you.
Ask Open Questions
Swap yes/no questions for open ones. “What’s been on your mind lately?” or “How are you really going?” invites more than a one-word answer. It shows you’re not just ticking the box and that you want to understand.
Follow Up
One conversation isn’t enough. Check in again a few days later. That follow-up shows you mean it and that the person’s wellbeing matters beyond R U OK? Day.
Know Your Limits
You’re not expected to be a counsellor. What matters is creating a safe space and connecting people to support if they need it. If someone shares that they’re struggling, encourage them to talk to a GP, Employee Assistance Program, or call Lifeline on 13 11 14 for immediate support.
Why It Matters
At work, culture is built in moments like these. A real R U OK? conversation signals that people matter more than performance. It builds trust, strengthens teams, and can literally save a life.
So this R U OK? Day, don’t just ask the question. Be ready for the answer.