We all know that being the go-to person for employees’ mental health concerns is part of the HR gig. It’s not just the employees, but even the managers turn to us for advice when someone on their team spills the beans. So, what do we say? What’s the right language? And what’s a definite no-no? It’s a tough spot to be in, but here are a few friendly tips to navigate those waters:

1. Start with a simple thank you. Opening up about mental health stuff, especially at work, takes guts. Show some appreciation for their vulnerability and encourage them to keep sharing by saying thanks.

2. It’s totally fine not to have all the answers. If you’re scratching your head, don’t fake it. Be real and say something like, “I’m really glad you came to me, but I’m not sure how to best support you. Can you tell me what you need from me?”

3. Reminder: You’re not a mental health wizard. It’s cool to set boundaries. You can say, “I’m glad you’re comfortable sharing, but I’m not equipped to help you in the best way. Can I point you toward our EAP for more info?”

4. Balancing support and responsibility is tricky. Yes, we get that mental health can throw some serious curveballs, but work needs to get done. You can be understanding and firm, like, “I’m sorry you’re struggling, but we still need X done. How can we support you to get X completed?”

5. Last but not least, pat yourself on the back. HR is no walk in the park, especially in today’s crazy work environment. As long as you’re being respectful and kind, you’re making a positive impact on people’s lives. Keep it up!