ASK THE EXPERTS
Our experts answer your questions about every aspect of running a clinic
ANNA MILLER
Anna Miller is a registered nurse, independent nurse prescriber, life coach, and owner of Anna Miller Method. Anna brings a holistic perspective to the wellness and beauty industry, and now focuses on fusing aesthetics with coaching.
HOW CAN CLINICS MANAGE STAFF MENTAL HEALTH?
Although World Mental Health Day has passed, it’s always a good time to reflect on how we support our teams. The aesthetics industry is fast-paced, patient-facing, and often high-pressure, which means staff wellbeing can easily slip under the radar until struggles become harder to manage. It is in these moments that the role of a manager is crucial, often making the difference between staff feeling supported or alone.
Traditionally, we’ve spoken about mental health, but the language can feel heavy or clinical. I often prefer to frame it as mind health because, just like physical health, our state of mind fluctuates daily, and with the right awareness and support, it can be strengthened. This shift in language helps normalise the conversation and makes it easier for staff to engage.
NORMALISE THE CONVERSATION
Staff need to know it’s safe to speak up. Treating mind health as you would physical health – open, stigma-free and part of everyday conversation – makes it easier for people to share before things escalate.
RECOGNISE THE SIGNS
Struggles aren’t always obvious; they often show up as irritability, withdrawal, mistakes or lack of focus. Managers who spot these early signs can step in with support before pressure turns into burnout.
PROVIDE CLARITY AND AVOID KNEE-JERK REACTIONS
Uncertainty fuels anxiety; clear communication around roles and expectations gives stability. How managers respond is equally important, taking a moment to pause and think before acting reassures staff, while sudden or inconsistent decisions canfeel unsettling.
ENCOURAGE BREAKS AND BOUNDARIES
Staff may skip breaks, stay late or never switch off – sometimes from overwhelm, sometimes to prove themselves. Managers can help by modelling good habits, reminding staff to rest and reassuring them that recovery is part of the job. Setting healthy boundaries is one of the simplest ways to ease pressure.
PRACTISE ACTIVE LISTENING
When someone is struggling, being heard is often more powerful than being “fixed”. Active listening means paying attention to their tone and emotion and resisting the urge to interrupt. Allowing someone to finish and create their own space to talk helps them feel truly acknowledged and supported.
EXPLORE PERCEPTION
A team member may feel that they do everything and that no one helps, which can quickly lead to overwhelm, even if the reality is different. Helping people notice the role perception plays can ease pressure and reduce feelings of being trapped.
REMIND STAFF OF RESILIENCE
It’s easy to forget that tough feelings pass. Gently reminding staff that their state of mind will shift helps them reconnect with their own resilience and stops struggles from feeling permanent.
KNOW WHEN TO SIGNPOST
It is important to remember that managers are not therapists. Sometimes the best support is encouraging staff to seek professional help, whether through a GP, counsellor or helpline. Having resources at hand ensures that no one feels left without options.
FINAL THOUGHTS
Supporting staff mind health doesn’t mean solving every problem; it means creating an environment of respect, empathy, and steady leadership. And for managers, one of the most powerful actions is to pause, reflect, and respond with intention. Calm leadership steadies the team and shows staff they’re never alone in their struggles. When people feel seen, supported, and truly listened to, they thrive - and so does the clinic.