Someone on your team is struggling. What now?
You are not their therapist, and nobody is asking you to be. Your job has three parts: notice, respond decently, refer. This page and one afternoon of training cover all three.
What is actually expected of you
- Notice. Changes in pattern are the signal: the reliable person missing deadlines, the talkative one gone quiet, sick days clustering on Mondays. You are better placed to see this than anyone in HR.
- Respond decently. A private conversation, a plain question, and listening without rushing to fix. "You have not seemed yourself lately, how are things?" is enough to open the door. You do not need clinical vocabulary and you should not attempt a diagnosis.
- Refer. Point them at the support that exists: the app on their phone, in their language, with counsellors behind it. Using it is private, including from you, and saying that out loud is often what makes someone willing to try.
Where your role ends
You are not responsible for diagnosing anyone, for keeping someone's disclosure secret when there is risk of harm, or for carrying a team member's mental health alone. If you believe someone is in danger, that goes to the crisis route immediately, not into your private judgement. The boundaries are a core part of the training, because managers who do not know where the line is either overstep it or stay uselessly far behind it.
What the training covers
Half a day: recognising the signs, having the conversation, referral routes, boundaries, and looking after yourself while you do it. Delivered in English, Bahasa Malaysia or Mandarin, on site or online, from RM185 per person, HRD Corp claimable in Malaysia. Details on the training page.
One more thing
The platform is for you too. Managers sit in the squeeze between targets and people, and the usage data across our deployments shows it. Your account is as private as everyone else's.
