Mental Health and Wellbeing | Workplace Mental Health Institute

The Real Cost of Poor Leadership in Workplaces

10/09/2025

I once worked under a manager who made every day feel harder than it needed to be. The job itself wasn’t the problem — it was the way he showed up. Tense. Snappy. Quick to point out the smallest mistake. By Friday, the whole team looked like we’d been slogging through mud all week.

That’s the real cost of poor leadership. You don’t always see it in reports or profit margins. You see it in people heading home completely drained. In smart ideas that never make it to the table. And in good staff who quietly start polishing up their CVs.

What the Numbers Don’t Tell You

Every workplace talks about results. Revenue. Sales targets. Deadlines. Those matter, of course.

But they don’t tell you what it feels like to sit through a meeting where no one dares to speak up. Or to spend your weekend already dreading Monday because of the tone set by your boss.

You can’t measure the way trust disappears. But you can sense it if you’re paying attention.

When Burnout Sneaks Up

Burnout doesn’t usually arrive with flashing lights. It creeps in. Someone skips lunch. Another starts replying to emails at midnight. The office chat gets quieter. Before long, you’ve got a team running on fumes.

The work still gets done — until suddenly it doesn’t. Sick days go up. Mistakes pile up. And more often than not, it’s the reliable people, the ones you thought would hold the place together, who hit breaking point first.

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Why People Really Leave

Over the years, I’ve asked plenty of people why they left their jobs. Very few said money. Most said something like, “I just couldn’t deal with my boss anymore.”

When someone leaves, it costs more than just a hiring fee. You lose trust. You lose relationships with clients. You lose that sense of stability that holds a team together. And when one person goes, others often start wondering if they should too.

The Ideas That Never Surface

Here’s something you’ll never see on a balance sheet: the ideas that never get spoken. I once heard someone say, “I knew how to fix it, but why bother? The boss won’t listen.” That’s not laziness. That’s self-protection.

Multiply that across a whole team, and innovation doesn’t disappear with a bang. It disappears with silence.

Managers’ Mental Health Matters Too

It’s easy to point the finger at “bad bosses.” But often, managers are struggling themselves. They’re overloaded, under pressure, and short on support. And when a manager is running on empty, the team feels it.

Managers’ mental health doesn’t get talked about nearly enough — but it’s central to how a workplace runs. A burnt-out leader can’t create a thriving team. They pass their stress down the line, usually without even knowing it.

Supporting managers isn’t just the kind thing to do. It’s the practical way to stop the cycle.

The Real Cost and the Alternative

The hidden price of bad leadership isn’t just financial. It’s the flat look on people’s faces at 3 p.m. It’s the good staff you lose. It’s the bright spark that could have driven innovation, but never got a chance.

The good news? When leaders are trained, supported, and healthy themselves, everything changes. Teams don’t just hit targets — they want to be there. They bring energy. They contribute ideas. They grow.

That’s why at the Workplace Mental Health Institute, we focus on both sides: building leaders’ skills and looking after their wellbeing. Mental health programs like Mental Health Essentials for Managers, Leadership Resilience, and Managing Psychosocial Safety give Australian leaders the tools to step up without burning out.

Because at the end of the day, leadership isn’t just about titles or KPIs. It’s about how people feel on the other side of your decisions.

Author: Peter Diaz

Peter Diaz is the CEO of Workplace Mental Health Institute. He’s an author and accredited mental health social worker with senior management experience. Having recovered from his own experience of bipolar depression, Peter is passionate about assisting organisations to address workplace mental health issues in a compassionate yet results-focussed way. He’s also a Dad, Husband, Trekkie and Thinker.

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How Psychological Safety Helps Every Voice Be Heard at Work

25/08/2025

I’ve lost count of how many times I’ve seen this in workplaces across Australia. There’s always that one person in the room who doesn’t say much in meetings. They’re listening carefully, scribbling notes, maybe giving the occasional nod — but rarely jumping in.

Then a new manager comes along and asks them directly: “What’s your take on this?”

The room turns. The quiet observer speaks. And suddenly, the project takes a whole new direction.

That’s not by chance. That’s what happens when people feel safe enough to share what’s really on their mind.

The Quiet Revolution

Whether it’s in Sydney, Melbourne, or even further afield, I’ve noticed the same pattern: the loudest voices often take up the most space. But the real breakthroughs? They often come from those who prefer to think before they speak.

The problem is, many workplace cultures still favour quick answers and fast talkers. The deeper, more reflective ideas often slip through the cracks. After a while, quieter people stop offering them at all.

But when organisations build genuine psychological safety — a culture where people can contribute without fear of being dismissed or judged — those quieter voices begin to rise. And that’s when the real innovation begins.

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What Psychological Safety Really Means

It’s not about being overly “nice” or avoiding tough conversations. True psychological safety is about creating the right conditions so people feel safe to bring their whole selves to work. That looks like:

Questions being seen as curiosity, not criticism
Mistakes treated as part of the learning process, not failures to hide
Different ways of thinking actively welcomed
Silence respected as thinking time, not disengagement

In other words, it’s about trust. And trust is at the heart of how to maintain healthy relationships — not just at home, but in the workplace too.

Practical Ways Leaders Can Make It Happen

From what I’ve seen work with Australian teams, a few simple habits can make all the difference:

Start with quiet reflection. Give everyone a few minutes to write their thoughts before the group discussion. It levels the playing field between the quick talkers and the deep thinkers.

Make sure everyone has a voice. Go around the room and give each person their turn, no skipping.

Use small groups. Break discussions into trios or quartets where people feel more comfortable to contribute.

Follow up one-on-one. A quick “I’d love to hear what you were thinking earlier” can bring out great ideas that might not have been voiced in the meeting.

What Changes When You Get It Right

When teams build psychological safety into their culture, you start to see big shifts: fewer workplace conflicts, less turnover, better collaboration, and stronger problem-solving.

But beyond the numbers, there’s a bigger win: that quiet team member finally speaking up, and everyone realising the breakthrough idea was sitting in the room all along.

Are you a psychologically safe manager? Take the self assessment to find out.

Your Next Meeting

Take a look around the table. Who’s listening more than they’re talking? Chances are, they’re holding onto something valuable. Sometimes the most powerful leadership move is to pause, ask, “What’s your perspective?” — and then really listen.

The best ideas don’t always come from the loudest people. They come from the people who feel safe enough to share.

Final Thoughts

Building psychological safety isn’t just good for innovation — it’s essential for building resilient, connected teams. And just like in any relationship, trust is what keeps people engaged, motivated, and willing to speak up.

If you’re looking for ways to strengthen your workplace culture, we’ve got free mental health materials available to help you start the conversation. Our workplace mental health training can also show your leaders how to foster trust, create safer spaces for discussion, and turn psychological safety into a genuine competitive advantage.

Because when every voice is heard, that’s when workplaces truly thrive.

Author: Peter Diaz

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Why Forced Positivity Could Be Breaking Your Team

21/08/2025

I was in a meeting once when someone mentioned burnout. You could feel the air change like everyone held their breath for a moment. Nobody spoke. Then someone chirped up with, “Let’s just focus on the positives!”

It was meant to lighten the mood. But the way people shifted in their seats, you could tell it didn’t really land. The silence that followed wasn’t relief. It was the kind of quiet that says, “We don’t talk about this here.”

I’ve seen it happen in plenty of workplaces. A team member admits they’re swamped, maybe even at breaking point, and instead of space to share, they get lines like:

“Just stay positive.”

“Count your blessings.”

“Others have it worse.”

They sound harmless, even kind. But sometimes they shut the door on real conversation. That’s when toxic positivity sneaks in.

What Is Toxic Positivity?

It’s that unspoken expectation to be upbeat, all the time, no matter what’s going on. In a workplace, it can look like:

“We don’t do negativity here.”

“Good vibes only.”

“Let’s not dwell on problems.”

A bit of positivity is healthy. But when it replaces empathy, it sends a message that some feelings don’t belong. People keep things to themselves. Stress builds up. Burnout follows.

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Why It’s a Mental Health Awareness Issue

A healthy workplace isn’t one where everyone says they’re “fine.” It’s one where you can be honest and know you won’t be judged or punished for it.

When staff feel like they can’t speak openly, trust takes a hit. Morale slips. Productivity goes with it. And eventually, good people leave not because they can’t do the job, but because the culture doesn’t feel safe.

That’s why smart organisations put time into mental health awareness programs, strong leadership training, and anti bullying training in the workplace. Toxic positivity might seem softer than workplace bullying, but both can leave people feeling silenced.

What Actually Helps

Positivity doesn’t need to disappear. It just needs to leave room for honesty too.

A few ways to start:

Listen first — sometimes that’s all they need.

Acknowledge feelings — a simple “That sounds tough” can help.

Make openness normal — it’s not weakness to admit you’re struggling.

Train managers — so they spot the signs early and respond with care.

Create safe channels — regular check-ins, policies, and training that show it’s okay to speak up.

It’s Not About Being Negative

At the Workplace Mental Health Institute, we’ve seen the change that happens when teams move away from forced cheerfulness and towards genuine care.

It’s not about inviting negativity. It’s about making room for the truth. That’s how trust grows. That’s how teams stay engaged.

Our programs — from Mental Health Essentials to anti bullying training in the workplace — are built to help leaders and teams create respectful, supportive environments where people can bring their real selves to work.

Because if your team can talk about the hard stuff? They can handle just about anything together.

Author: Peter Diaz

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Why Good People Leave Without Making a Fuss

04/08/2025

Sometimes, your best worker just calls you in for a quick chat.

No problems raised. No obvious tension. Just a quiet “Thanks for everything—I’ve decided to move on.”

And you sit there wondering,

“Since when?”

Truth is, top performers rarely kick up a stink. They put their head down, get things done, and help others stay on track. They don’t shout when something’s off—they just slowly stop showing up in the same way. Not physically, but emotionally.

And by the time you notice, they’re already halfway out the door.

It Doesn’t Come Out of Nowhere

It’s rarely about one big thing. Usually, it builds up over time.

One day, they’re not as chatty. They say less in meetings. They start declining invites. No one thinks much of it—they’re just “busy” or “a bit quiet lately.”

But in their mind, they’re already weighing up their next move.

And if no one checks in, they’ll take it.

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Money Isn’t Always the Dealbreaker

A pay rise might tempt someone to leave. But it’s often not the root cause.

More often, it’s that feeling of being overlooked. Of doing the hard yards and wondering if anyone even notices. Or being stuck doing the same thing, with no chance to stretch or grow.

Sometimes, it’s because they’re tired of cleaning up other people’s messes. Other times, it’s deeper—they just don’t feel like they fit anymore.

That’s where mental health awareness training can make a difference. Not as a box to tick, but as a tool to actually understand what your team needs—before you lose them.

The Real Loss Isn’t in the Job Title

You don’t just lose a role when someone leaves. You lose their insight. Their history with the company. The way they hold the team together behind the scenes.

You lose a sounding board. A calming presence. Someone who genuinely gave a damn.

And when they walk, others start thinking…

“If they’re going, should I be looking too?”

This is why culture matters more than ever. Having an anti-bullying course is great, but it’s not enough. What matters is whether people feel safe, supported, and respected—every day, not just during induction.

If You Want to Keep Them, Start Here

Forget gimmicks. Here’s what works:

Ask real questions.

Not the fluffy ones. Ask, “Is there something we’re not doing well?” or “What would make work better for you?”

Give them room.

If someone’s ready to take on more, let them. Let them mess it up a bit. That’s how people grow—and growth keeps people engaged.

Say thanks, and mean it.

Not just for smashing goals. For showing up with a good attitude. For staying late when no one asked. For keeping the mood up during tough weeks.

Address the hard stuff.

If someone isn’t pulling their weight, speak up. Staying silent sends the wrong message to the people who are showing up every day.

Look after their mental space.

Check in. Make time. Join in on the little things, like workplace chats or activities for mental health month. It shows you care, even when things are busy.

Make Work Somewhere They Want to Be

People don’t just leave for better jobs. They leave when they feel like no one’s paying attention.

But they stay when they’re challenged. When they’re trusted. When they feel like their work means something.

You don’t have to be perfect. Just real.

Maybe now’s the time to ask,

“How’s work feeling lately?”

And really listen.

Because once someone’s made their mind up, your chance to keep them has already passed.

Author: Peter Diaz

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The Quiet Shift Happening in Our Workplaces

23/07/2025

A while ago, I read a piece about this so-called “loneliness epidemic.” I didn’t think much of it at first. Just another buzzword, right?

But then I remembered someone I used to work with.

She showed up. Got her work done. Seemed fine. But over time, her energy started to dip. Her camera was off more often than not. She didn’t speak much in meetings. And then one afternoon, out of nowhere, she said, “I don’t think I’ve talked to anyone all week.”

It hit me. We were working in the same team — daily. And still, she felt that alone.

It made me wonder how many others are feeling that way too — and just aren’t saying it.

Loneliness Doesn’t Shout. It Slips In.

The thing about loneliness at work is that it doesn’t come with a big warning sign.

No one really says, “Hey, I’m feeling disconnected.” They just start to withdraw. Quietly.

They still show up. Still meet deadlines. But something’s missing — the spark, the motivation, the sense of belonging. And over time, it affects more than just morale. It shows up in productivity, engagement, even absenteeism.

In fact, we’re seeing more workplaces turn to burnout prevention strategies without realising that, sometimes, burnout starts with disconnection.

Some Workplaces Are Getting It Right

We’ve seen a shift lately. Employers are investing more in mental health training for managers. These aren’t just compliance sessions — they’re about helping leaders pick up on the quiet stuff. The changes in tone. The subtle signs someone’s struggling.

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It’s also become common to run corporate mental health training workshops, especially around Mental Health Month. These programs don’t just talk about anxiety or stress — they also encourage activities for mental health month that get people talking, connecting, sharing something beyond to-do lists.

More teams are also using employee wellbeing programs that go beyond fruit bowls and yoga apps. They’re creating space — even just a few minutes — for check-ins that feel real.

It Doesn’t Have To Be Big

If there’s one thing I’ve learned, it’s that you don’t need to be a psychologist to support your team’s mental health.

You just have to be willing to notice.

It’s saying, “How are you going, really?” and being okay with the answer taking longer than 10 seconds. It’s recognising that some people don’t need solutions — just someone who listens.

And if you’re a leader? Having access to a mental health awareness course or anxiety management course might not just help your team — it might help you, too.

Because loneliness might be quiet. But connection? That’s powerful.

Author: Peter Diaz

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Mental Wealth at Work: A Proven Strategy to Reduce Absenteeism in Australian Businesses

12/07/2025

There’s something unspoken in a lot of Aussie workplaces. You hear it in that awkward pause before a Zoom call kicks off. Or when someone asks, “How’s everyone doing?” — and gets a quick, polite “Yeah, good thanks” from the group. Even though… clearly not everyone is. This often hints at underlying workplace mental health issues.

It’s not always burnout. Or anxiety. Or overwhelm. But it’s something. And whatever it is, it’s costing teams more than just a bad day. It’s contributing to employee mental health and absenteeism, impacting productivity, focus, energy, and creativity. The spark that makes work meaningful — and people feel human.

We’ve normalised it, though. Tired teams, constantly in catch-up mode. Leaders juggling too many hats. People pushing through, because that’s the Aussie way, right? Get on with it. Tough it out. This often leads to work from home burnout and working from home stress.

But what if we didn’t have to keep doing it that way? What if we prioritised workplace wellbeing through effective workplace mental health programs and employee wellbeing programs?

Mental Health at Work Is the Start. Mental Wealth Is the Game Changer.

Most businesses are already on board with the importance of mental health at work. The campaigns, the stats, the activities for Mental Health Month — maybe you’ve done a mindfulness session or joined a step challenge. You might have participated in mental health awareness training or mental health awareness activities.

All good stuff. But let’s take it further.

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Mental Wealth is what happens when you build something deeper. It’s not just about surviving the tough days — it’s about having the tools, the mindset, and the community to get through them well. It’s resilience with resources. Not just for the breakdown moments. For the everyday. This is about building mental health resilience and promoting a mentally wealthy workforce.

Stress in the Workplace Is Real. But It Can’t Be the Default.

Look, stress in the workplace is real. We all know that. Deadlines exist. Tricky conversations need to happen. And yes, some weeks will be chaotic. This can lead to psychological injuries and mental injury at work.

But when that chaos becomes business as usual? When every day feels like a pressure cooker? That’s when the cracks appear.

People start missing work. (Absenteeism creeps up, often as sick days mental health or sick leave for mental health). Emails get shorter. Smiles fade. Teams disconnect. The work still gets done — but not with the energy, care, or collaboration it needs. Workplace bullying signs and a toxic work culture can also emerge.

And if no one names it? It gets dismissed as laziness. Or “poor attitude”. Or not being a “culture fit”.

When really, it’s just a sign of people running on empty, facing potential workplace burnout.
So What Does Mental Wealth Actually Look Like?

It’s not a checklist. It’s more a feeling you get when you walk into the room. It’s about cultivating psychological safety in the workplace.

It’s the team that can laugh — even when it’s flat out. The manager who checks in and really listens, demonstrating skills learned in manager mental health training or resilient leadership training. The colleague who quietly covers for someone who’s struggling, no questions asked.

Sometimes it means pushing back on that unnecessary 7th meeting. Or making it okay to not reply to emails after hours. Or simply recognising that support at work isn’t just nice — it’s necessary. This often ties into good risk management for supervisors and managers regarding employee mental health.
When people feel resourced, supported, and heard — not micromanaged, not burnt out — that’s when productivity lifts. Not because of pressure. But because people have the headspace to think clearly and the emotional fuel to contribute meaningfully. This is a key benefit of mental health training in the workplace.

This Isn’t Just a Leadership Program. It’s a Human One.

A lot of companies handball this stuff to HR. Or expect team leaders to figure it out solo. And sure, an anxiety management course or leadership training can absolutely help. Corporate mental health training is a great starting point, as are mental health courses for managers.

But workplace culture isn’t built in training rooms. It’s built in small, daily moments:

The way people speak to each other
How you respond when someone says, “Honestly, I’m not okay” (which might indicate signs suicidal or the need for suicide prevention training)
Whether it’s safe to take a mental health day, or silently frowned upon

Workplace burnout doesn’t explode out of nowhere. It drips in slowly — through unspoken expectations, a lack of recognition, and not enough time to recover. This highlights the importance of burnout prevention strategies and burnout prevention training.

And the good news? Culture is everyone’s job to shift. This includes addressing issues like bullying in the workplace training and anti bullying training for employees.

What Happens When You Get Mental Wealth Right?

The changes are subtle at first.

Someone takes fewer sick days. (Absenteeism drops). Another starts sharing ideas again. Deadlines aren’t panic-inducing anymore. People start showing up — not just in body, but in mind and spirit. This demonstrates the success of employee resilience programs and corporate wellbeing programs.
Stress is still there. But now, it’s met with mental wealth — with boundaries, with kindness, and with systems that actually support people. This often involves stress management courses and resilience training in the workplace.

And that’s when the magic happens. Teams collaborate better. Work gets done with intention. And slowly, people stop surviving work — and start enjoying it again. This is the goal of building resilient teams and fostering team resilience in the workplace.

Before You Go

If any of this hit a nerve, it’s probably because you’ve lived it.

That slow, creeping fatigue. That sense that work’s taking more than it gives. That you’re expected to be productive — even when you’re barely coping.

That’s why we talk about mental wealth. Because it’s not fluffy. It’s not optional. It’s the foundation for everything else, leading to improved employee health and wellbeing strategy and reduced statistics on mental health in the workplace.

Want to learn more? Start a conversation in your team. Or grab a copy of Mental Wealth — not because we wrote it, but because it just might be the beginning of something better. Consider exploring corporate mental health programs or mental health training for managers.

Work shouldn’t cost you your mind. Or your health. Or your life outside of it.

And we believe truly, it doesn’t have to.

Author: Peter Diaz

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What Is Trauma Dumping?

03/07/2025

It’s more common than you think — and it can catch anyone off guard

You ever had someone hit you with something really personal, totally out of the blue?

Like, you’re in the middle of a normal conversation — maybe talking about what you did over the weekend — and suddenly they’re unloading something heavy. Proper heavy. It leaves you stunned, not sure what to say. You want to be kind, but you didn’t sign up for this chat, not right now anyway.

That right there? That’s what people are calling trauma dumping.

It’s Not Just Venting

Don’t get this wrong — talking about what’s going on for us is important. It helps. Everyone needs to offload now and then. That’s totally normal.

But trauma dumping is different. It’s when someone shares something big — something emotionally intense — but they don’t check in first. No warning. No “hey, can I share something with you?” Just straight into it.

And the thing is, it’s usually not mean-spirited. It’s often coming from a place of pain or overwhelm. But even so, it can feel like being dragged into someone else’s storm when you were just out for a walk.

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How It Shows Up

There’s no one way it looks, but here are a few you might recognise:

A mate sends you a massive message in the middle of the night, laying everything out without checking in.

A colleague somehow manages to turn every lunch break into a deep emotional download.

Someone you’ve just met starts talking about really traumatic experiences, and you weren’t expecting it at all.

They probably don’t mean to make things uncomfortable. They just need to talk. But if the other person isn’t ready or in the right headspace, it can be a lot. Too much, even.

Why It Can Be a Problem — Especially at Work

Let’s be real — most of us are already carrying a fair bit. Workplaces can be stressful enough as it is.

So when emotional boundaries get crossed — even with good intentions — it can wear people down. It can create tension in teams. It can make people uncomfortable, unsure how to respond, or simply not want to engage anymore.

This kind of sharing:

Can leave others feeling drained or helpless
Might blur professional lines
Often doesn’t help the sharer feel any better in the long run
Can stop people from seeking proper support, because they’re offloading in the wrong spaces

That’s why things like mental health training and trauma-informed practices are so important in workplaces now. It’s not about shutting people down. It’s about having the tools to navigate these moments safely — for everyone involved.

A Better Way to Share

So no — the answer isn’t “don’t talk about stuff.” Not at all. The answer is being mindful about how we share, and when.

A simple check-in makes a huge difference:

“Hey, I’ve got something a bit full-on I’d like to talk about. Are you in a space for that?”

That one sentence shows respect. It gives the other person a chance to say yes, no, or maybe later. That’s how you keep trust strong — even when talking about tough things.

If You’ve Done It Before — It’s Okay

Most people have. Especially in moments when we’re overwhelmed and don’t know who else to turn to. It doesn’t make you a bad person. It just means you’re human.

What matters is what we learn from those moments — and how we do things differently next time.

If you’ve been on the receiving end, you’re allowed to say something too:

“Hey, I really care, but I’m not sure I’ve got the capacity to hold this right now.”

That’s not cold. That’s honest. And that’s healthy.

Final Thought

We talk a lot about being open and honest — and that’s good. But no one really teaches us how to do that well. Not at home. Not at work. Not growing up.

So we’re all learning. All of us.

When we get it right — when there’s trust, timing, and care — sharing can be one of the most powerful things we do. It brings people closer. It builds connection. It heals.

Let’s just remember… not everything needs to be shared all at once. And not with everyone.

Author: Peter Diaz

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The Rise of ‘Quiet Quitting’ and What It Reveals About Workplace Mental Health

25/06/2025

Back in the day, I found myself sitting at my desk, staring at my computer screen, feeling completely drained. I had been working late nights, skipping lunches, and saying “yes” to every request that came my way. On the surface, I was the model employee—reliable, hardworking, and always available. But inside, I was exhausted, disengaged, and quietly counting down the hours until I could log off. I wasn’t alone in this feeling, though I didn’t realise it at the time. What I was experiencing was an early version of what we now call “quiet quitting.”

For those who haven’t heard the term, quiet quitting doesn’t actually mean quitting your job. It’s about doing the bare minimum required by your role—no more going above and beyond, no more hustling for recognition, no more sacrificing personal time for work. It’s a subtle but powerful shift in how people approach their jobs, and it’s become a hot topic in conversations about workplace culture and mental health.

What’s Driving the Trend?

Quiet quitting isn’t just about laziness or disengagement. It’s often a response to burnout, lack of recognition, or the feeling that no matter how hard you work, it’s never enough. According to a 2022 Gallup survey*, only 21% of employees worldwide feel engaged at work, and 44% report experiencing high levels of stress. When people feel undervalued or overworked, they naturally pull back to protect their mental health.

Research also shows that the pandemic played a significant role in this shift. A study published in the Harvard Business Review (2021)* found that remote work blurred the boundaries between professional and personal life, leading to increased burnout. Many employees realized they were sacrificing too much for their jobs and decided to set firmer boundaries.

The Mental Health Connection

Quiet quitting is, at its core, a coping mechanism. It’s a way for employees to reclaim some sense of control over their lives. But it also highlights a deeper issue: workplaces aren’t doing enough to support mental health.

A report by the World Health Organization (WHO) in 2022* revealed that depression and anxiety cost the global economy an estimated $1 trillion per year in lost productivity. Yet, many companies still treat mental health as a secondary concern. Employees are expected to push through stress, exhaustion, and even burnout without adequate support.

This lack of support can have serious consequences. A study by the American Psychological Association (APA)* found that chronic stress at work is linked to a host of health problems, including heart disease, depression, and weakened immune function. When employees feel unsupported, they’re more likely to disengage—or quietly quit.

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What Can Employers Do?

The rise of quiet quitting is a wake-up call for employers. It’s a sign that the old ways of working—long hours, constant availability, and a “hustle at all costs” mentality—are no longer sustainable. To address this, companies need to prioritize mental health and create a culture where employees feel valued and supported.

Here are a few steps employers can take:

Normalize Boundaries: Encourage employees to take regular breaks and disconnect after work hours if they need it.

Recognize Efforts: Acknowledge the work your employees do. Let them know what good performance looks like and praise them for it.

Set a Clear Vision: Ensure all employees understand the company’s goals and how their work fits into achieving them.

Provide Mental Health Resources: Offer counseling, stress management programs, and resilience training to help employees manage their mental health.

Foster Open Communication: Create a safe space where employees can express their concerns without fear of judgment or retaliation.

A Shift in Perspective

Quiet quitting isn’t just a trend—it’s a reflection of how work culture is evolving. Employees are no longer willing to sacrifice their well-being for the sake of their jobs. They’re demanding a healthier, more meaningful approach to work, and employers need to listen.

For me, that moment of staring at my computer screen was a turning point. I realized I needed to set clear goals, boundaries and prioritize my mental health. It wasn’t easy, but it made a world of difference. And while I’m no longer quietly quitting, I understand why so many people are.

The conversation around quiet quitting isn’t just about work—it’s about how we value ourselves and our time. It’s a reminder that we’re human beings, not machines, and that our well-being matters.

What are your thoughts on quiet quitting? Have you experienced it or seen it in your workplace? Let’s start a conversation.

At WMHI, we’re committed to supporting workplace mental health through our training solutions. Our programs are designed to help employees thrive by equipping them with the tools to manage stress, build resilience, and foster a healthier work-life balance. Because when employees feel supported, everyone benefits.

References:

Gallup (2022). State of the Global Workplace Report.
Harvard Business Review (2021). How the Pandemic Has Changed Workers’ Attitudes.
World Health Organization (2022). Mental Health in the Workplace.
American Psychological Association (APA). Stress in the Workplace.

Read the latest issue of the WorkLife magazine – Building Safe Workplaces

Building a Trauma-Informed Workplace: A Practical Guide for Australian Organisations

04/06/2025

Mental health is no longer a peripheral concern in modern workplaces. Progressive Australian organisations now recognise that trauma-informed practices aren’t just about compliance – they’re fundamental to fostering resilient, high-performing teams.

The Business Case for Trauma-Informed Workplaces

World Health Organisation research demonstrates a compelling return on investment: for every $1 allocated to mental health support, businesses see a $4 return through improved productivity and reduced absenteeism. Beyond ethical imperatives, these practices deliver measurable organisational benefits.

Core Elements of a Trauma-Informed Workplace

1. Comprehensive Safety: Physical and Psychological

A truly safe work environment addresses both tangible and emotional wellbeing.
A. Physical Safety Fundamentals
• Maintain clearly communicated emergency procedures (evacuation plans, first aid protocols)
• Ensure ergonomic workspaces compliant with Safe Work Australia standards
• Provide appropriate safety equipment and regular training
B. Psychological Safety Essentials
• Cultivate an environment where staff feel comfortable raising concerns or ideas without fear of negative consequences
• Leaders should model active listening, empathy and constructive responses
• Encourage open dialogue about workloads and challenges

Organisational Benefits
→ Enhanced productivity through reduced workplace stress
→ Improved staff retention and engagement
→ Stronger innovation and problem-solving capabilities

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2. Meaningful Transparency

With 76% of employees reporting higher job satisfaction in transparent organisations, clear communication is a critical success factor.

Best Practice Approaches
• Articulate the rationale behind significant decisions affecting staff
• Provide advance notice and consultation periods for major changes
• Offer regular updates on company performance and strategic direction

Implementation Methods

Structured frameworks like RACI matrices for decision clarity
Regular leadership forums or Q&A sessions
Transparent communication about both successes and challenges

Measurable Outcomes
→ Increased employee trust in leadership
→ Reduced turnover and disengagement
→ Stronger alignment with organisational objectives

3. Effective Peer Support Systems

Research confirms that robust peer networks deliver significant benefits:
• 24% higher retention rates
• 37% increase in employee engagement
• 41% reduction in stress-related absenteeism

Practical Implementation Strategies
• Structured mentorship programs for new and transitioning employees
• Peer recognition initiatives to reinforce positive contributions
• Facilitated discussion spaces for sharing challenges and solutions
• Cross-functional problem-solving groups

Why These Approaches Work

Colleagues often provide uniquely relatable support
Peer learning accelerates competency development
Strong interpersonal connections improve workplace morale

The Strategic Advantage

Developing trauma-informed practices represents more than policy compliance – it’s an investment in organisational capability. By prioritising safety, transparency and support, businesses cultivate environments where employees can perform at their best.

Next Steps for Australian Organisations

Conduct a workplace assessment to identify improvement areas
Implement targeted initiatives with measurable outcomes
Foster ongoing dialogue to refine approaches

Author: Peter Diaz

Connect with Peter Diaz on:

Tag Archives: Mental Health and Wellbeing

What the Numbers Don’t Tell You

When Burnout Sneaks Up

Why People Really Leave

The Ideas That Never Surface

Managers’ Mental Health Matters Too

The Real Cost and the Alternative

The Quiet Revolution

What Psychological Safety Really Means

Practical Ways Leaders Can Make It Happen

What Changes When You Get It Right

Are you a psychologically safe manager? Take the self assessment to find out.

Your Next Meeting

Final Thoughts

What Is Toxic Positivity?

Why It’s a Mental Health Awareness Issue

What Actually Helps

It’s Not About Being Negative

It Doesn’t Come Out of Nowhere

Money Isn’t Always the Dealbreaker

The Real Loss Isn’t in the Job Title

If You Want to Keep Them, Start Here

Make Work Somewhere They Want to Be

Loneliness Doesn’t Shout. It Slips In.

Some Workplaces Are Getting It Right

It Doesn’t Have To Be Big

What Happens When You Get Mental Wealth Right?

It’s Not Just Venting

How It Shows Up

Why It Can Be a Problem — Especially at Work

A Better Way to Share

If You’ve Done It Before — It’s Okay

Final Thought

What’s Driving the Trend?

The Mental Health Connection

What Can Employers Do?

A Shift in Perspective

The Business Case for Trauma-Informed Workplaces

Core Elements of a Trauma-Informed Workplace

1. Comprehensive Safety: Physical and Psychological

2. Meaningful Transparency

3. Effective Peer Support Systems

The Strategic Advantage