Deciding whether to disclose a mental health condition in the workplace is a major decision that can feel deeply personal and professionally risky. However, many professionals misdiagnose the real issue, leading to decisions that don’t actually serve them.
They assume the question is, “Should I disclose my mental health condition to my manager?” but while talking about your mental health with your boss is a major inflection point, it’s only the start of the conversation, not the end. From there, you must decide when to speak up, what to say, and who else to turn to for support.
These conversations aren’t easy, but they are becoming less stigmatized over time. As an executive coach for tech leaders and a professional speaker on employee mental health, I’m seeing that workers feel far more comfortable approaching their bosses lately.
With May being Mental Health Awareness Month, this article focuses on important decisions around sharing your mental health in the workplace. Here’s what most people miss.
When to speak up about your mental health
Deciding to talk about your mental health with your boss is a deeply personal decision. You should never speak up before you’re ready. That said, it may be worth considering a conversation when:
- You notice your performance starting to slip
- Your stress is becoming chronic, not just temporary
- You have a specific request or accommodation in mind
- You trust your manager enough to disclose
It’s important not to approach the conversation when you’re in a heightened emotional state. You want to come in calm, confident, and clear about what you need. This is key when managing up. While it’s your manager’s obligation to support you, it’s your responsibility to provide clarity about your needs.
What to say when talking about your mental health
A common mistake professionals make when disclosing is oversharing. You do not need to share everything at once. You also do not need to provide a formal diagnosis, documentation (except in certain situations such as requesting a formal accommodation), or personal history.
As we’ve noted in previous articles, focus on the specific request or accommodation rather than the mental health condition itself. If you’re unsure what this might look like, you can work with your manager or HR to identify resources that would help you perform at your best. These might include adjustments such as an augmented schedule, a hybrid or fully remote setup, or more flexible deadlines.
Who to get support from for your mental health
Your manager is a great starting point for supporting your mental health, but your journey shouldn’t end there. Expanding your support resources will ensure you’re set up for long-term success.
Many workplaces offer access to employee assistance programs (EAPs) that provide tools such as meditation apps, short-term counseling support, and free therapy and coaching sessions. Your workplace may also pay for you to work with an executive coach to help you more effectively manage your time and energy, reduce your stress, and strengthen your overall well-being.
Mental health challenges do not exist in isolation. Continue to reach out for help and support. You do not have to go at it alone. You’ve got this!
