This informal CPD article, ‘What Support Really Looks Like: Rethinking Team Culture Through a Mental Health Lens’, was provided by iGROW CorpHealth, partnering with Corporates to drive Employee Engagement through Holistic Health Solutions.
When we think of support in the workplace, we often think of policies such as employee assistance programs (EAPs), mental health days, or wellness apps. While these are important, they’re only part of the picture. True support is built into daily interactions, team norms, and how we relate to one another when things get tough.
This article explores how organizations can rethink “support” not just as a service, but as a culture where psychological safety
Psychological Safety Is the Foundation, Not a Bonus
Creating a compassionate work environment starts with psychological safety, which is the belief that you won’t be punished or humiliated for speaking up with ideas, questions, or mistakes. According to a study (1) psychological safety was the most important factor in high-performing teams.
When employees feel safe to express themselves, they’re more likely to share concerns, admit challenges, and ask for support which can reduce the mental load of “pretending everything is fine.” Leaders play a key role here by modeling vulnerability, normalizing feedback, and encouraging questions without judgment.
Tip: Start team meetings with a short check-in question like, “What’s one thing you need support with this week?” It creates space for openness and empathy.
Inclusive Communication Builds Trust and Belonging
Belonging isn’t just a feeling - it’s something we co-create through how we speak, listen, and engage with one another. Inclusive communication in the workplace means being mindful of language, tone, and participation so that everyone feels heard, valued, and respected.
Inclusive language is foundational to building a culture of equity and trust (2). When employees regularly experience respectful and inclusive interactions, they are more likely to feel a sense of belonging and remain engaged at work.
Tip: Rotate roles in meetings to give everyone a sense of contribution and shared responsibility.
Support Happens in the Small Moments
Compassion at work doesn’t always require big gestures or formal programs. It often shows up in small, spontaneous interactions. Checking in when a colleague seems quiet, sharing words of encouragement, or helping someone decompress after a tough meeting—these “micro-moments” of connection build trust over time.
These brief yet meaningful exchanges have real impact. A 2024 review (3) found that peer support systems, especially informal ones, improve psychological well-being and reduce distress.
Tip: Encourage peer-support activities like “Random Acts of Kindness” day, gratitude circles, or buddy systems to strengthen relational bonds.
Final Thoughts
Support isn’t a checklist; it’s a culture. It’s how we talk to each other in meetings, how we respond to mistakes, and how we show up for one another when no one’s watching. By shifting our focus from “offering support” to being supportive, we create workplaces where people can thrive mentally, emotionally, and socially. Maybe take two minutes today to check in with a colleague, not about a deadline, but just to ask, “How are you, really?” That simple moment of care could be the most supportive thing you do all day.
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.
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REFERENCES
- https://www.library.hbs.edu/working-knowledge/four-steps-to-build-the-psychological-safety-that-high-performing-teams-need-today
- https://www.oysterhr.com/library/inclusive-language-in-the-workplace
- https://bmcmedicine.biomedcentral.com/articles/10.1186/s12916-024-03260-y
