It happens in most organizations at some point. Someone in the team does not seem like themselves. Performance changes. Mood is affected. Or it is something more subtle — a quietness that was not there before.
The question most managers ask themselves is: What am I allowed to ask? What is my role here? Where is the boundary?
Your role is not to solve — it is to see.
The manager's role is not to diagnose, treat, or resolve. It is to notice and act.
In most cases, it is enough to say: I have noticed that you seem to be having a difficult time at the moment. I do not want to intrude, but I want you to know that I see it and that there is support available.
That is not a therapy session. It is a human conversation. And it is often what most people need to hear first.
What you can do concretely
Have the conversation early. In my experience, the longer you wait, the more difficult it tends to become — for both the manager and the person.
Ask how things are going — and mean it. Not as an opening courtesy, but with time and space for a genuine answer.
Know what support your organization offers. The most common routes are occupational health services, which employers in Sweden are legally required to provide access to under the Work Environment Act, and EAP programs (Employee Assistance Programs), which provide employees with access to confidential counseling support. You do not need to resolve the situation yourself — but you need to be able to refer people onwards.
When the situation is serious
Om du bedömer att en medarbetare befinner sig i en akut kris är det inte längre enbart en chefsfråga. Då bör du kontakta HR omgående och vid behov koppla in företagshälsovården. Om det handlar om omedelbar fara ska alltid 112 kontaktas. Många organisationer har också krisstöd via sin försäkring – det är värt att känna till innan en situation uppstår.
Escalating is not abandoning the employee. It is taking your responsibility seriously.
One final thought
Managers who avoid acting because they fear doing the wrong thing are, in practice, making an active choice. Not acting is an action, not a neutral position. Under the Swedish Work Environment Act, employers have a clear responsibility for the organizational and social work environment — and the manager is the employer's representative in that responsibility.
If you have thoughts, questions, or simply want to talk something through — feel free to get in touch. I am happy to have an initial conversation with no agenda.
Right person. Right place. Everything changes.