workplace Archives - Amanda Bernardo

May is Mental Health Awareness Month

admin — Thu, 01 May 2025 14:06:00 +0000

May is Mental Health Awareness Month, and a timely reminder that mental health should always be part of the conversation, especially at work.

As a leader, I believe one of the most powerful things we can do is create space for others to feel safe, seen, and supported — not just in their performance, but in their whole selves. That includes their mental well-being.

This past year, I’ve had my share of highs and lows. There have been moments of motivation and clarity, and others of fatigue, stress, and self-doubt. And I’ve come to realize: it’s okay to say that out loud.

In fact, it’s important to say it out loud.

Because leadership isn’t about being invulnerable — it’s about being human. When we lead by example, when we speak honestly about our experiences, we give permission for others to do the same. We normalize the conversation. We build a culture of empathy and care.

Mental health isn’t something we check at the door when we log in to work. It’s part of who we are.

However, supporting mental health in the workplace goes beyond advocacy days and corporate messages. It shows up in the everyday actions we take, like:

Creating space for check-ins — making time to ask how someone is really doing, not just what they’re doing.
Respecting boundaries — encouraging people to take breaks, use their leave, and truly disconnect when they need to.
Normalizing flexibility — trusting people to work in ways that support both their productivity and their well-being.
Being vulnerable ourselves — sharing our own challenges helps de-stigmatize the conversation and invites others to speak openly.
Actively listening and responding — when someone shares they’re struggling, following up with empathy and support, not silence or discomfort.
Promoting and using mental health resources — making sure employees know what’s available and encouraging their use without stigma.

These are the small, consistent acts of leadership that build psychologically safe, compassionate workplaces. It’s not an exhaustive list, but it’s a start.

And from the employee perspective — if you’ve been feeling overwhelmed, exhausted, or just “off,” you’re not alone. Burnout and stress can creep in quietly, and they look different for everyone. Some common signs include:

Constant fatigue, even after rest.
Difficulty concentrating or making decisions.
Feeling detached or unmotivated.
Increased irritability or emotional sensitivity.
Trouble sleeping or changes in appetite.
A sense of being “on edge” or anxious all the time.

If any of this resonates with you, please know: it’s okay to pause. It’s okay to ask for help. And it’s more than okay to prioritize yourself.

Here are a few ways you can support your mental health — even in small, meaningful steps:

Talk to someone. Whether it’s a trusted colleague, a friend, or a mental health professional — sharing how you’re feeling helps lighten the load.
Take your breaks seriously. Step away from your screen. Go for a walk. Disconnect without guilt.
Use your leave. Time off is not a luxury — it’s part of maintaining long-term well-being.
Set boundaries. It’s okay to say no, to log off on time, and to protect your energy
Practice self-compassion. You don’t have to be at 100% all the time. Progress, not perfection.
Access support resources. Many workplaces offer Employee Assistance Programs (EAPs), mental health benefits, or peer support networks — don’t hesitate to use them.

As we mark Mental Health Awareness Month, I invite every leader reading this to pause and ask yourself: What kind of leader do your people need right now?

One who listens.

One who leads with empathy.

One who makes space for rest, recovery, and real conversations.

Be that leader.

Show up this month — not just in words, but in actions. Start the conversations. Normalize the pauses, and set the example by protecting your own well-being, too. Because you can’t pour or lead from an empty cup.

Next week (May 5-11) is also Mental Health Week. The theme is “Unmasking mental health”. The CMHA is encouraging people across Canada to look beyond the surface and see the whole person. By embracing honesty and vulnerability, we open the door to deeper connections and the mental health benefits that come with it. In doing so, we can create a ripple effect of courage and understanding across the country.

The post May is Mental Health Awareness Month appeared first on Amanda Bernardo.

Putting the spotlight on workplace mental health

admin — Fri, 05 May 2023 22:33:00 +0000

This week is Mental Health Week.

As part of this week, organizations everywhere -hopefully- put the spotlight on mental health and reflected on what’s working, what’s not and what could be improved to improve employee wellness. However, this exercise shouldn’t be done once a year but regularly as part of team check-ins and reviews of team culture and dynamics.

A workplace that prioritizes wellness promotes the physical, emotional, and mental health of its employees. It sends a message that the organization cares about its employees and is invested in their well-being. This can help to reduce stress, burnout, and absenteeism, and increase employee engagement, motivation, and productivity.

When employees feel supported and valued by their employer, it can lead to improved morale and job satisfaction. This can also lead to increased loyalty, reduced turnover, and a more positive workplace culture overall.

To achieve this, managers, leaders and organizations need to:

Educate themselves and their teams about mental health, including common mental health conditions, how to identify signs of distress, and how to support colleagues who may be struggling. There are a number of great programs like The Working Mind that can help with this!

Provide access to resources such as mental health services, employee assistance programs, and educational materials about mental health. By offering these resources, managers show that they care about their employees’ mental health and are committed to supporting them.

Encourage open conversations about mental health and create a safe space for employees to talk about their experiences. Managers can initiate conversations with their team members about mental health, showing that it is a topic that is safe to discuss. By normalizing mental health issues and encouraging open dialogue, team members will feel more comfortable sharing their struggles and seeking support.

Model the behaviors you want to see in your team. Show that you prioritize mental health by taking breaks when needed, setting boundaries, and prioritizing work-life balance. This can help to reduce the stigma.

Be flexible with your team members’ workloads and schedules, especially during times of high stress. This can help prevent burnout and allow team members to prioritize their mental health. We are all human. There will be good days and there will be bad days, and perhaps a lot of mixed days in between. Acknowledge that. Support those days with empathy and flexibility, and don’t lose sight of the people at the heart of your team. This will likely lead to better productivity than not.

Despite progress in recent years, there is still a stigma around mental health in many workplaces. This can make employees feel uncomfortable discussing their mental health, and can make managers hesitant to bring up the topic.

We all have a role to play to end the stigma; so, this week, and most importantly beyond, let’s aim to end it together.

The post Putting the spotlight on workplace mental health appeared first on Amanda Bernardo.

Hybrid work needs to be about more than work location

admin — Mon, 24 Apr 2023 22:37:00 +0000

There’s an unspoken reality on hybrid work that we haven’t fully (or have barely) addressed in our change communications that I feel needs our attention …

I recognize there are many realities, barriers and systemic problems that need to be addressed within the public sector – some of which I’ve flagged in the past – but today I would like to address “pleateuing” as a risk to long-term growth of our employees and our ability to retain talent.

While this post uses the example of how plateauing can impact regional employees, the reality is proximity is just one barrier. Other barriers such as lack of diversity and inclusion can also impact one’s ability to see a long-term career for themselves if opportunities are not made available, or employees are not empowered and supported to compete for them.

When hybrid work plans emerged in the public sector, many regional employees became unsure of their fate and long-term careers in the public service. Some of these employees automatically received telework agreements, while others were forced to explore new departments/agencies, and many more questioned what this meant for their careers long-term.

The split among regional and NCR positions has always been there, but hybrid made many more opportunities available – highlighting that talent from across Canada could meet head office needs and the needs of Canadians.

But if we lose what was gained in the pandemic, and revert to a hybrid work culture that promotes proximity above talent, what does that narrative say to those employees outside the NCR or those within it who don’t see themselves here long-term.

If such opportunities are the exception and not the norm, are we really creating a hybrid culture where hybrid employees from across Canada equally, and equitably, take on roles of leadership or other senior roles outside of the NCR?

This is where many employees feel that their career can plateau, in other words hit a wall that would prevent additional growth in their career as a result of the proximity to Ottawa that is still largely insisted upon for many roles, teams, and organizations.

And what do employees often do when they hit said walls? They likely take proactive steps to address their career needs and goals, and pursue new opportunities for growth and development.

If our hybrid culture is the same across the public sector, and roles outside of Ottawa (including those in leadership) are few and far between, the reality is those new opportunities will likely be in the private sector and our ability to retain talent will be diminished.

We cannot think of hybrid work merely as where people work – in office or at home – but rather where talent resides and how we can empower it to meet our needs in serving Canadians.

This requires a much larger horizontal change across government and a new narrative where growth is in fact possible from coast to coast to coast.

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