Talking for wellbeing: and *NOT* always being tHE talker

Workplace Wellness Wednesday

week #20, letter T

Talking for Wellbeing

What If Talking Isn’t the only Answer? A Quiet Word for People Services

You’ve likely encouraged it.

• “Let’s make space to talk.”

• “Reach out if you're struggling.”

• “It's good to talk.”

And yet: HR, People Services, and CIPD professionals know the reality better than most.

Some people don’t want to talk. Some can’t, especially at work.And some need space, not spotlight.

This blog isn’t about throwing shade on open conversations. Talking IS one of teh most powerful appraches. The NHS video  is useful.

It explores how making time for expression gives a lot of people a better working experience.

That being heard is vital.

But for HR and People Services teams, there’s a growing, often unspoken tension: You’re being expected to be the listener, the fixer, the first responder: and sometimes, the therapist.

That’s a lot. And it’s not always right.

Here’s a shift that might help: It’s not your job to have every conversation.Your job is to create conditions where those conversations can happen—when and where people feel ready.

That’s where signposting comes in.

Forgive my shabby appearance! I'd just got back from the gym and the thought struck me.

Signposting isn’t stepping back. It’s making space.

It’s saying:“We care. And here are options.”Not: “Come and tell me everything.”

A list of UK based support organisations: red cross website

Because the truth is, not everyone wants to open up in the workplace.Some are scared of being judged.Some are processing things privately.Some simply don’t know where to begin.

And that’s OK.

Signposting lets you support without pressure. It’s:

• Visible but not invasive

• Encouraging but not directive

• Supportive but boundaried

This approach frees People Services from the impossible role of being all things to all people. It honours your care, without burning you out.

You’re still doing your job. In fact, you’re doing it beautifully.

By cultivating psychologically safe cultures, providing pathways to help, and trusting your people to choose, you’re enabling true wellbeing: not performative talk.

Sometimes, the best thing HR can say is:

“We’re here. We're here if you need us, and we have other options too."

💬 How are you supporting open conversations without forcing them?