This informal CPD article, ‘Check In, Don’t Check Out: Why Regular Peer Support Makes a Difference’, was provided by iGROW CorpHealth, partnering with Corporates to drive Employee Engagement through Holistic Health Solutions.
In today’s fast-paced workplaces, it’s easy to keep our heads down, stay focused, and get the job done. But in doing so, we sometimes forget the power of simple human connection especially when it comes to supporting our peers. Many employees report feeling isolated, especially during times of stress or uncertainty. A friendly check-in, a kind message, or just knowing someone cares can be the difference between a tough day and a manageable one.
This article explores the underrated power of peer support and how simple, intentional acts of care and connection create psychologically safer, more compassionate workplaces. It’s a timely reminder: we don’t have to be mental health experts to make a difference, we just have to show up for one another.
The Power of a Simple “How Are You, Really?”
A genuine “How are you?” asked with care and not out of habit, can go a long way in building connection and emotional safety at work. In high-stress environments, even short, meaningful check-ins can be powerful moments of support.
The concept of the “Conversational Compass” (1) encourages leaders to ask emotionally focused questions like “What’s been on your mind lately?” or “What’s been energizing you?” These simple shifts help create a culture where people feel heard.
It’s also good for business. A study in Management Science (2) found that happier employees are 12% more productive. Just showing up for a colleague with presence and empathy may be a small gesture, but the ripple effect on engagement and well-being is real.
Tip: Start your next team huddle with a one-word check-in. “How are you, really?” might be exactly what someone needs to hear today.
Peer Support as a Buffer Against Burnout
When stress runs high, peer support can be a quiet but powerful antidote. A quick chat with a colleague who “gets it” often does more than a formal program ever could.
A 2023 scoping review (3) found that peer support programs significantly reduce stress, trauma, and burnout especially when rooted in trust, confidentiality, and accessibility. While often applied in high-stress roles, the takeaway is universal: being emotionally seen at work matters. Leaders can encourage this by normalizing peer check-ins, endorsing casual connection, and modeling vulnerability themselves.
Tip: Start your next team meeting with a “How’s everyone doing, really?” You might be surprised by the connections it sparks.
Creating a Culture Where Support Is Reciprocated
Reciprocity isn’t just a feel-good concept but a cultural driver that transforms workplaces from siloed to supportive. When employees consistently witness care, kindness, and teamwork modeled across levels, these behaviors become embedded in how people operate day-to-day.
Research highlights (4) that shaping organizational culture isn’t about policies but it's about changing the normspeople follow. When leaders show vulnerability, offer support, and acknowledge help received, they build a culture where empathy and mutual support are the default. Acknowledging someone’s effort or simply showing appreciation can have ripple effects across teams.
Tip: Start meetings with a “gratitude round” where team members thank someone who supported them that week. These small rituals reinforce that support is noticed and reciprocated.
Final Thoughts
We don’t need big budgets or fancy programs to support mental well-being at work. Often, it starts with simply asking the real questions, listening without judgment, and showing up when it counts. Peer support builds the invisible threads that hold teams together in times of stress and in everyday moments.
In a world that often tells us to tough it out alone, checking in reminds us: we’re in this together.
Maybe send a quick message to a colleague today, no agenda, just a “Hey, how’s your day going?” You never know who needs it. And next time someone checks in on you, try answering honestly. Connection goes both ways.
We hope this article was helpful. For more information from iGROW CorpHealth, please visit their CPD Member Directory page. Alternatively, you can go to the CPD Industry Hubs for more articles, courses and events relevant to your Continuing Professional Development requirements.
REFERENCES
- https://www.exed.hbs.edu/blog/achieving-your-goals-one-conversation-time
- https://wellbeing.hmc.ox.ac.uk/news/productivity-management-science/?utm_source=chatgpt.com
- https://www.researchgate.net/publication/335954756_The_Role_of_Peer_Support_in_Managing_Occupational_Stress_A_Qualitative_Study_of_the_Sustaining_Resilience_at_Work_Intervention
- https://sloanreview.mit.edu/article/how-to-fix-a-toxic-culture/?utm_source=chatgpt.com
