Beyond R U OK?: Building a Culture of Genuine Support

Events like R U OK? Day are a great reminder to check in on one another, but real workplace wellbeing isn’t a once-a-year event.

For HR professionals, the challenge (and opportunity) lies in turning that awareness into everyday action.

Awareness is a starting point, not the finish line.

Awareness days like R U OK? spark important conversations, but they can also risk becoming performative if the follow-through is missing. A culture of support is built through consistent behaviours, not slogans on the intranet.

Real impact happens when mental health becomes part of how work gets done, not an afterthought. That means regular check-ins, honest conversations about workload, and leaders who model vulnerability and balance.

What a supportive culture looks like

A mentally healthy workplace isn’t just one with yoga sessions and EAP posters. It’s one where:

Leaders listen as much as they talk. They create space for honesty, even when it’s uncomfortable.
Boundaries are respected. Working late isn’t glorified, and taking breaks is encouraged.
Wellbeing is seen as collective. Teams share the load instead of leaving it to individuals to “cope better.”

These cultural cues send a louder message than any awareness campaign ever could.

The HR opportunity

As HR professionals, we’re in a unique position to shape this shift. That starts with equipping managers to handle emotional conversations confidently, normalising flexible work as a wellbeing tool (not a perk), and embedding mental health into leadership capability frameworks.

It also means checking in with your own team. HR carries a huge emotional load - listening to employee concerns, managing difficult situations, and supporting others through burnout. Taking care of your own mental health isn’t selfish; it’s essential.

How to turn awareness into action

Try introducing one or two of these this month:

“Check-in Champions”: Nominate team members to lead monthly wellbeing catch-ups or walks.
Leadership upskilling: Run short workshops on active listening or recognising burnout.
Pulse surveys: Use quick, anonymous polls to track stress levels and workload balance.
Wellbeing goals: Treat wellbeing metrics like any other business KPI.

The takeaway

Checking in is important. But creating a culture where people feel safe to answer honestly - and know action will follow- is where real change begins.