Mental distress rarely shows up overnight. It often starts small, tiny shifts in behaviour, energy, or mood that are easy to miss in the busyness of work. Leaders who notice these early signs can step in with care before issues escalate.
Here’s what to look out for in your team.
Changes in Behaviour
When someone who’s usually engaged suddenly withdraws, it’s a red flag. The same goes for uncharacteristic irritability, overreaction to small setbacks, or showing frustration where they normally wouldn’t. Behaviour shifts are often the first visible signal that something’s not right.
Dip in Performance or Focus
Mental distress can affect concentration and decision-making. Watch for missed deadlines, avoidable mistakes, or a noticeable change in the quality of work. If someone who’s typically reliable starts to struggle, it’s worth checking in and not criticising.
Signs of Fatigue
Stress and mental health challenges often show up as tiredness, low energy, or difficulty staying engaged. If someone seems unusually worn down or struggles to keep pace with the team, it could be more than just a busy week.
Stepping Back from Connection
A team member who stops joining conversations, avoids meetings, or pulls away from social moments may be signalling distress. Isolation can be a coping mechanism, but it’s also a sign that support is needed.
Heightened Sensitivity
Overreacting to feedback, becoming defensive, or showing sudden mood swings can be an indication that someone is under more pressure than they can manage. These moments are easy to dismiss as “bad days,” but patterns matter.
What Leaders Can Do
Noticing is only half the work. The next step is creating a safe space to talk. Check in privately, lead with empathy, and ask open questions. You don’t need all the answers, you just need to listen and connect them to support if needed.
If you’re worried about someone in your team, encourage them to seek help from a GP, Employee Assistance Program, or call Lifeline on 13 11 14 for immediate support.
Why It Matters
Leaders aren’t expected to diagnose or fix mental health issues. But they are expected to care. Spotting early signs of distress, and acting with empathy can protect your people, strengthen trust, and build a culture where wellbeing is taken seriously.