Most people will encounter a colleague who is struggling at some point in their working lives. Whether due to stress, personal challenges, or cumulative pressure, signs of distress often show up in subtle ways — withdrawal, irritability, reduced focus, or changes in behaviour.
Many colleagues want to help but feel unsure about what to say, worried about saying the wrong thing or overstepping boundaries.
Why Peer Support Matters at Work
While professional support is essential for mental health conditions, peers often play a critical role in early support. Colleagues are usually the first to notice changes and can help reduce isolation by offering understanding and connection.
Supportive peer interactions do not require counselling skills. What matters most is how we listen and respond.
What Helps: Simple, Respectful Responses
When a colleague appears distressed, helpful responses tend to be:
- Open-ended: “I’ve noticed you seem under a lot of pressure lately.”
- Non-judgemental: “That sounds really tough.”
- Respectful of autonomy: “Would you like to talk, or would it help to take a break?”
These responses acknowledge the person’s experience without minimising it or rushing to solutions.
What to Avoid
Even well-meaning comments can unintentionally shut down conversations. Examples to avoid include:
- “Everyone feels stressed sometimes.”
- “Just stay positive.”
- “You should be able to handle this.”
Such statements may make the person feel dismissed or misunderstood, reinforcing reluctance to seek help.
Knowing Your Role — and Your Limits
Supporting a colleague does not mean taking responsibility for their problems. A key principle of Psychological First Aid is recognising limits and encouraging appropriate support when needed.
This might involve suggesting workplace resources, encouraging a conversation with a manager, or pointing towards professional help. The goal is not to fix, but to support and connect.
Building a Supportive Workplace Culture
When organisations equip employees with basic support skills and clear guidance, peer support becomes more consistent and confident. Training programmes, well-being champions, and shared learning spaces help normalise these conversations and reduce uncertainty.
A workplace where colleagues know how to respond thoughtfully to distress is one where people feel less alone — and more likely to seek help early.
