How to talk without sounding corporate.
Mental health conversations do not land the same way in every workplace.
Most people want real talk, not a scripted message or a glossy poster.
They want something human. Something that feels like it comes from someone who actually understands their day-to-day reality.
If leaders want people to open up, the message has to sound like it comes from a person, not head office. Here is how to make that shift.
Start with what people actually care about
Most people care about the basics: getting through the day, doing good work and looking out for their mates, families or colleagues.
When you talk about mental health in that context, people listen.
Instead of saying:
“We are committed to employee wellbeing.”
Try something like:
“We look out for each other here. If something is getting to you, speaking up early helps you and the people around you.”
It is familiar, practical and honest.
Skip the jargon and talk like a real person
Words like resilience uplift and psychosocial risk make people switch off. They feel like they belong in a boardroom, not a normal workplace conversation.
Use plain, everyday language.
Talk the way people talk.
Even something simple like:
“If you have something on your mind, chat to someone you trust. You do not have to deal with it on your own.”
That is how real people speak. It feels human, not forced.
Share real stories, not statistics
You do not need a set of national figures to make a point.
A short, honest story from someone respected on the team has far more impact.
For example:
“I went through a rough patch last year. I did not realise how much it was affecting me until someone asked if I was ok. That chat made a big difference.”
Real stories cut through because they remind people they are not the only ones who struggle.
Teach leaders to notice the small stuff
Signs of stress can be subtle:
- Someone who is usually steady becomes short-tempered
- A reliable team member starts making small mistakes
- A colleague goes quiet or keeps to themselves
Leaders do not need special training to notice these things. They just need to care enough to ask.
A low-pressure check-in like:
“You have not seemed yourself this week. Everything ok?”
can open a real conversation.
Make getting help feel normal
If the only message people hear is “Call EAP”, it can feel like help is something you reach for when you are in crisis. Most people will not do that.
Make support visible and everyday.
Small things help, like:
- Trusted peer supporters
- Leaders sharing how they deal with stress
- Quick wellbeing reminders in team meetings
- Making it ok to take five minutes to regroup on a hard day
When help feels normal, people use it.
Back your words with real action
People judge culture by what actually happens, not what is written on posters.
If teams are overloaded, burned out or constantly reacting to pressure, no message about “wellbeing” will land.
Practical actions show you mean it:
- Proper breaks
- Clear priorities
- Enough people to do the work
- Leaders modelling healthy behaviour, including taking time off
Culture shifts when behaviour shifts.
Talking about men’s mental health at work is not about being softer. It is about being real, human and honest.
People do not need perfect wording. They need leaders who speak plainly, pay attention and genuinely care.
When the message sounds human and the actions back it up stigma fades, people speak up earlier and teams grow stronger.