Mental wellbeing allyship goes beyond policies—it's about cultivating a culture of care, where every employee, from leadership to team members, feels empowered to look out for one another. A workplace that champions mental wellbeing fosters an environment of trust, collaboration, and innovation, resulting in higher productivity and a stronger sense of belonging.

In this article, we explore the role of mental wellbeing allies in the workplace, drawing inspiration from Carl Rogers' humanistic approach to psychology. Rogers’ ideas emphasise empathy, active listening, and creating a safe space for individuals to reach their full potential. We also outline ten practical steps you can implement to create a supportive and mentally healthy workplace, empowering both employees and leaders to become allies for mental wellbeing.

Carl Rogers and the Humanistic Approach to Mental Wellbeing

Carl Rogers, a pioneer in humanistic psychology, focused on the inherent goodness of individuals and their capacity for growth and self-actualisation. According to Rogers, for individuals to thrive, they must experience:

• a nurturing environment that provides genuineness (openness and self-disclosure),

• acceptance (unconditional positive regard),

• and empathy (being listened to and understood)

These three elements, when present in a workplace setting, can contribute to employees feeling safe, valued, and motivated to perform at their best.

Rogers’ person-centred approach emphasises that every individual has an innate ability to achieve personal fulfilment when they are provided with the right conditions. In a workplace context, this means creating a culture where employees feel heard, supported, and encouraged to express their emotions and needs. This foundation can cultivate a community of mental wellbeing allies—colleagues and leaders who actively support and promote mental health.

Genuineness in the Workplace

Genuineness is about being authentic and transparent in interactions. In the workplace, this could translate to managers and team members expressing their vulnerabilities, acknowledging mistakes, and embracing open communication. When leaders model genuine behaviour, they inspire others to follow suit, creating a workplace culture rooted in trust and honesty.

Unconditional Positive Regard

This concept refers to accepting others without judgment. In the workplace, this means showing compassion and empathy toward colleagues, regardless of their personal struggles. Employees need to feel that their mental health is not a weakness but a natural part of being human. By promoting a culture of unconditional positive regard, we help dismantle the stigma around mental health issues.

Empathy as a Foundation

Rogers viewed empathy as crucial for fostering personal growth. Empathy in the workplace is about more than just listening; it involves understanding the emotions and perspectives of others. When employees feel heard and understood, it strengthens their sense of belonging and boosts morale.

By incorporating these three pillars into the workplace, organisations can build a robust mental wellbeing support system, encouraging employees to become mental health allies for one another.

The Role of Mental Wellbeing Allies in the Workplace

Mental wellbeing allies are individuals who actively support the emotional and psychological needs of their colleagues. They are advocates for mental health initiatives, promote open conversations, and provide resources or simply a listening ear to those who may be struggling. Allies can be found at all levels of an organisation—from entry-level employees to top-tier leadership. Their role is not to act as counsellors but to be a supportive presence, fostering a culture of empathy and mental wellness.

Becoming a mental wellbeing ally is an empowering and impactful way to contribute to a positive workplace culture. When employees know they can rely on colleagues for emotional support, they are more likely to engage, collaborate, and bring their best selves to work. This support network reduces stress, fosters a sense of belonging, and enhances overall job satisfaction.

Why Are Mental Wellbeing Allies Important?

• Decreased Stigma: Mental wellbeing allies help normalise conversations about mental health, reducing stigma and encouraging employees to seek help when needed.

• Improved Performance: When employees feel supported, they experience lower stress levels, which can lead to increased productivity and creativity.

• Enhanced Retention: A supportive work environment fosters loyalty, reducing employee turnover and retaining top talent.

• Stronger Team Dynamics: Mental wellbeing allies promote positive communication and emotional intelligence, leading to better collaboration and problem-solving.

By investing in mental wellbeing allies, organisations can create a ripple effect that improves both the individual employee experience and overall company performance.

Top 10 Practical Steps to Foster Mental Wellbeing Allies in the Workplace

Here are 10 easy-to-implement strategies that can help create a culture of mental wellbeing in your organisation. These steps are designed to be actionable, requiring minimal resources but offering significant positive impact:

1. Encourage Open Conversations About Mental Health
Create an environment where discussions about mental health are normalised. Host "mental health check-ins" during team meetings to allow employees to share how they’re feeling in a non-judgmental space.

2. Offer Mental Health Training
Provide mental health awareness training for employees and managers. These programs can teach how to recognise signs of stress or burnout in others and offer tools to help employees manage their own mental health.

3. Promote Work-Life Balance
Encourage employees to take breaks and set boundaries between work and personal life. Flexible work hours, remote work options, and respecting time off are essential to maintaining mental health.

4. Establish Peer Support Networks
Develop peer support groups where employees can connect with one another and share experiences related to mental health. These groups can serve as safe spaces for open discussion.

5. Create a Mental Health Resource Hub
Offer employees access to a central repository of mental health resources. Ensure employees have easy access to mental health professionals, either through Employee Assistance Programs (EAPs) or contracted mental health services.

6. Model Vulnerability
Leaders can play a critical role by sharing their own experiences with mental health challenges. This shows employees that it’s okay to be vulnerable and seek support when needed.

7. Celebrate Mental Health Days
Just as companies celebrate other important days, recognise Mental Health Awareness Days by organising events or workshops that promote mental wellbeing.

8. Establish Quiet Zones
Designate quiet spaces within the workplace where employees can go to decompress and recharge. These zones provide a refuge from the demands of a busy office environment.

9. Recognise Signs of Burnout
Train managers to recognise signs of burnout, such as irritability, absenteeism, or decreased productivity. Early intervention can help prevent more serious mental health issues from developing.

10. Foster a Culture of Gratitude
Promote the regular practice of gratitude in the workplace. This could involve encouraging employees to share what they are thankful for during meetings or sending thank-you notes to colleagues.

Empowering Employees to Thrive

Mental wellbeing allies can transform a workplace into a thriving, supportive community where employees feel empowered to be their authentic selves. Inspired by Carl Rogers' humanistic principles of empathy, acceptance, and genuineness, organisations can foster a culture that not only supports mental health but celebrates it as an essential component of success.

By embracing the role of mental wellbeing allies and implementing the practical steps outlined above, organisations can create an environment where employees flourish, collaboration thrives, and mental health is not just an afterthought but a cornerstone of workplace culture.

As Rogers once said, “The only person who is educated is the one who has learned how to learn and change.” In the same vein, the only workplace that thrives is one that learns how to care and change, embracing mental wellbeing as an integral part of its success.

If you would like to know more about our Mental Wellbeing Ally training workshops, please contact wellness@irishlife.ie

Stephen Scally
Wellbeing Consultant
ASIST Facilitator – Applied Suicide Intervention Skills Training


The content of this article is general in nature and must not be relied on in lieu of advice from a qualified professional in respect of your circumstances. Please seek advice from your doctor and/or mental health provider if you’ve concerns.

To the maximum extent permitted by law, Irish Life does not make, and excludes, any representation or warranty, express or implied, as to the accuracy, reliability, currency or completeness of any information in these materials and Irish Life expressly disclaims any and all liability for any loss or damage incurred by you, howsoever caused, relating to these materials or any reliance placed on the information within the article.

Refrences:
Rogers, C.R. (1961) On Becoming a Person: A Therapist's View of Psychotherapy. Boston: Houghton Mifflin.
Goleman, D. (1998) Working with Emotional Intelligence. London: Bloomsbury Publishing.

Maslach, C. and Leiter, M.P. (2016) Burnout: The Cost of Caring. Cambridge: Cambridge University Press.
Seligman, M.E.P. (2011) Flourish: A Visionary New Understanding of Happiness and Well-Being. New York: Free Press.

Kahn, W.A. (1990) ‘Psychological conditions of personal engagement and disengagement at work’, Academy of Management Journal, 33(4), pp. 692-724.