R U Ok? Day. What Happens When The Answer Is No?

What happens when someone answers, “No, I’m not OK”?

Encouraging people to speak up is only one part of creating a supportive workplace. Leaders and organisations also need to consider whether their workplace is genuinely prepared to listen and respond.

That doesn't mean managers need to become counsellors or mental health experts.

It means creating an environment where people feel comfortable raising concerns, managers know how to respond appropriately, and employees understand where they can access further support.

Start the conversation. Then think about what comes next.

R U OK? recommends four simple steps when checking in with someone:

1. Ask R U OK?
2. Listen
3. Encourage action
4. Check in

They are simple steps, but they can start an important conversation.

For workplaces, R U OK? Day is also an opportunity to reflect on the culture and practices surrounding those conversations.

Because asking “Are you OK?” is important.

Being prepared for an honest answer is just as important.

Looking Beyond the Conversation.

• Would an employee feel safe telling their manager they're struggling?
• Do managers know what to do if someone raises a concern?
• Are workloads, behaviours or workplace practices contributing to the problem?
• Are support pathways clear and accessible?
• Do our everyday actions match the culture we say we have?

These are questions worth asking on R U OK? Day, but they shouldn't only be asked once a year.

A strong workplace culture is built through what happens on the other 364 days: how leaders communicate, how concerns are handled, how workloads are managed, how behaviour is addressed and whether people believe they will genuinely be heard.

Ask. Listen. Follow up.

You don't need to have all the answers. Sometimes, simply listening and helping someone take the next step can make a difference.

For conversation guides and practical resources, visit R U OK? https://www.ruok.org.au/