Peer support plays an important role in workplace well-being, but support looks different depending on one’s role. Understanding the difference between manager support and colleague support helps prevent confusion and unintended pressure.
Both roles are valuable — and both have clear boundaries.
How Colleagues Can Offer Support
Peer-to-peer support is often informal and relational. Colleagues can support one another by:
- Checking in during busy or stressful periods
- Listening without judgement or assumptions
- Offering practical help when workloads are high
- Respecting privacy and boundaries
Colleagues are not responsible for assessing risk or solving personal issues. Their role is to notice, listen, and encourage support when appropriate.
How Manager Support Is Different
Managers hold responsibility for both people and performance. Their support may include:
- Discussing workload, priorities, and capacity
- Making reasonable adjustments where possible
- Ensuring access to formal support resources
- Following organisational processes consistently
Because of their role, managers must balance care with fairness and accountability.
Why Clarity Matters
When roles are unclear, colleagues may feel overwhelmed, or managers may avoid conversations altogether. Clear role boundaries help everyone respond with confidence and professionalism.
Psychological First Aid provides a shared framework that supports both managers and peers in responding appropriately.
Supporting Without Overstepping
Effective workplace support does not require anyone to become a counsellor. It requires awareness, respect, and knowing when to connect someone to additional support.
When managers and colleagues understand their roles, peer support becomes safer, more sustainable, and more effective.
