Performance reviews are often seen as opportunities to reflect on goals, address challenges, and recognize achievements, but they can also be a meaningful touchpoint to check in on an employee’s overall well-being.
When included thoughtfully, mental health check-ins can help normalize conversations about stress and burnout, reduce stigma, and create a more open and psychologically safe workplace. They also allow leaders to proactively identify when someone may need extra support before performance or morale is affected.
Importantly, this isn’t about turning managers into counsellors or crossing professional boundaries. It’s about acknowledging the role mental health plays in work performance and giving employees space to express how they’re doing. Employees are not only workers—they’re people with pressures and experiences that can’t always be left at the door.
Why Mental Health Belongs in Performance Conversations
Mental health has a direct impact on an employee’s ability to focus, problem-solve, collaborate, and stay engaged. Yet, many traditional performance reviews overlook this dimension of the employee experience.
This isn’t about shifting the focus away from performance—it’s about understanding the factors that influence it.
Making Mental Health Part of the Review Process
You don’t need to overhaul your entire review process to integrate mental health check-ins. A few intentional changes can go a long way. Here’s how to get started:
Set the Right Tone
Let the employee know this is a holistic conversation. That means recognizing the human side of work, not just the numbers and outputs. A simple check-in like, “Before we get into performance goals, I want to check in on how things have been for you lately” can help open the door. You’re not inviting a personal disclosure—you’re showing that their wellbeing matters.
Ask Open, Optional Questions
Rather than asking directly about mental health, focus on how they’re experiencing their workload and work environment. Avoid putting people on the spot. You might ask:
- How are things going for you at work right now?
- Is anything making your workload harder to manage?
- Are there any supports that would help you do your best work?
Make it clear that sharing is optional and that your role is to listen and support—not to evaluate based on personal disclosures.
Understand a Manager’s Role
Managers are not mental health professionals, but they do play a key role in identifying when something may be off and helping employees access support. Your job is to:
- Listen without judgment
- Acknowledge and validate what’s shared
- Offer appropriate support or flexibility
- Refer to HR or employee assistance programs (EAPs) when needed
You don’t need to ask about diagnoses or health details. If the employee requests an accommodation, let them know how to start that process with HR.
Respect Boundaries and Confidentiality
Anything shared during the check-in should be treated with sensitivity. If a personal issue comes up, it should not be documented in the formal review, and it should not be discussed with others unless there’s consent or a need to arrange formal support. Managers should understand when to involve HR and how to maintain confidentiality.
Keep the Line Open
A check-in during a performance review is a great starting point—but it shouldn’t be the only one. If an employee shares a concern, follow up afterward. Offer support through workload adjustments, schedule flexibility, or simply checking in informally now and then. Consider encouraging team leads to have regular, informal wellbeing check-ins throughout the year.
Making mental health part of the review helps reinforce that wellbeing is not just a “nice-to-have” benefit—it’s foundational to sustained performance.
Common Concerns
Isn’t this outside the scope of a performance review?
Actually, no. Mental health influences how people show up to work, how they collaborate, and how they sustain performance. Checking in is part of being a supportive leader.
What if I don’t know how to respond?
You don’t need to fix the issue. You just need to listen, acknowledge, and help connect the employee with available supports like HR or EAPs.
What if no one opens up?
That’s okay. The point isn’t to get personal details—it’s to create space. When people know it’s safe to talk, they’ll do so when they’re ready.
Final Thoughts
Performance reviews don’t need to be limited to metrics and KPIs. By integrating mental health check-ins, managers can gain a fuller understanding of what supports or challenges may be influencing performance—and show employees that their wellbeing matters. It’s a small but powerful shift that can strengthen trust, boost retention, and build a more resilient workplace.
Ready to make mental wellness a meaningful part of your performance process?
Our HR advisors can help you equip managers with the tools and confidence they need to have thoughtful, appropriate mental health conversations during reviews. Contact us today to build a more supportive and sustainable workplace.
Resources for Workplace Mental Health
The Canadian Centre for Occupational Health and Safety (CCOHS) provides Healthy Minds@Work, a hub with tools and resources for supporting psychological health and safety in the workplace.
Provincial Workers’ Compensation Boards, including WSIB Ontario offer resources for workplace wellness initiatives.
Workplace Strategies for Mental Health, Canada Life, offers free articles and resources.
