Why small teams are different.

In a large company, there’s a wellbeing team, a policy and a set of channels. In a team of 20, there’s you, a few managers and a lot of people who know each other well. That closeness is a strength. It also makes people worry about being seen as the one who can’t cope.

The good news is that small teams change quickly. One honest conversation at the right moment can shift how a whole team talks.

Start with yourself.

People take their cue from leaders. If the founder mentions that they’ve had a rough month and talked to someone about it, others hear that it’s allowed. You don’t need to share details. A single sentence is enough.

“The most useful thing a leader can say is ‘me too’, and then nothing else.”

Ruth K., Clinical lead

The first conversation.

When you notice something, say it simply and privately. Name what you saw, not what you think it means, and then listen more than you talk.

Try this: three sentences that help

1. “You’ve seemed quieter this week. How are you doing, really?”

2. “That sounds like a lot. Tell me more.”

3. “Would it help to talk to someone? I can send you the link.”

Offer help once, clearly, and leave the choice with them. If they say no, that’s fine. Check in again in a week.

What to avoid.

• Diagnosing. “You sound depressed” closes a conversation that “How are you, really?” opens.

• Fixing too fast. Advice in the first five minutes can sound like “please stop talking”.

• Telling others. What someone shares with you stays with you, unless they’re at risk.

Afterwards.

Put a check-in in the calendar and keep it. Ask how they are, not what they did. And look after yourself: supporting someone through a hard time is work, and it’s fine to talk it through with a clinician too.

Sample article, written for this template. If someone is in danger, call your local emergency number.