By Julie-Anne Whitfield
Beyond the morning tea
Cupcakes, yellow decorations, and morning teas can be a great way to bring people together. They create visibility, start conversations, and show that an organisation is paying attention. But if wellbeing starts and ends with a morning tea, it’s not working.
While wellbeing initiatives can be well-intentioned, symbolic gestures alone don’t create psychologically safe, connected workplaces. Culture is shaped by what happens every day: in team meetings, on worksites, during difficult conversations, and in the moments when someone needs support.
R U OK?Day is an important reminder to make time for meaningful conversations, but it shouldn’t be the only day we check in. Organisations committed to healthy workplace cultures can use the day as a conversation starter, then build on that momentum through regular connection, peer support and everyday conversations that help people feel valued.
What makes a conversation matter?
The real impact happens when people leave an R U OK? activity feeling more confident to recognise when someone may be struggling, more comfortable asking, ‘are you OK?’, and clearer about what to do if the answer is ‘no’.
R U OK? research shows one in three Australians underestimate the power of an R U OK? Conversation. There can be a misconception that asking, ‘are you OK?’ might make things worse, that we could say the wrong thing, be intrusive, or that one conversation won’t make a difference.
Yet 88 per cent of people who have been asked, ‘are you OK?’ say they felt grateful, cared about and supported.
Make it genuine
Genuine R U OK? activity reflects the realities of the people you’re engaging with. A conversation that works in an office may look very different on a construction site, in a warehouse, on the frontline, during a night shift or for someone working remotely.
The message should feel relevant to people’s day-to-day experiences. Everyday moments can create opportunities for connection: a team check-in, a leader making time for a coffee, or a manager noticing a change in someone’s behaviour and having a private conversation.
A genuine check-in might sound like: “I’ve noticed you’ve seemed a bit quieter than usual. How are you really going?”, or “You mentioned last week things were pretty full on. Has anything changed since then?” The key is that it feels specific, private, and grounded in care.
Build confidence
Meaningful activity should give people something practical they can use: a conversation tip, confidence to check in, permission to follow up, or knowledge of where to connect someone with support.
R U OK? encourages people to use the ALEC framework, Ask, Listen, Encourage Action and Check In, as a guide for meaningful conversations.
There’s no one-size-fits-all approach. What matters is noticing when something may not be quite right, showing genuine care, listening without judgement and making time for the conversation.
Know what to do next
The real test comes when someone says, “No, I’m not OK.” Are managers prepared? Are support pathways clear? Do people know where to go for help?
Managers aren’t expected to be counsellors, but they can listen without judgment, thank someone for being open, ask what support might help, and agree on a next step.
The first conversation shouldn’t be the last. A simple follow-up, “I’ve been thinking about what you shared the other day. How are things today?”, can show someone they were heard and that the conversation mattered.
Workplaces should also make sure employees know how to access professional support, including their Employee Assistance Program, family doctor, and relevant crisis and support services such as Lifeline or Beyond Blue.
Don’t stop at R U OK?Day
Cupcakes can bring people together, create visibility, and open the door to a conversation. The opportunity is to make sure the conversation doesn’t end there.
Pair the activity with something that builds genuine connection and confidence: a leader message, practical resources, a team check-in, or an opportunity to practice what you might say when having an R U OK? Conversation.
A psychologically safe workplace isn’t created through one campaign, morning tea, or conversation. It grows through consistent actions that build trust, strengthen connections, and make it easier for people to answer honestly when they’re having a difficult time.
The goal isn’t simply to show that R U OK?Day happened. It’s to help people feel more confident to Ask, Listen, Encourage Action and Check In, not just on the day, but any day.
Julie-Anne Whitfield is Workplace Program Manager at R U OK?. She supports organisations across Australia to build mentally healthy workplace cultures by promoting meaningful conversations, connection and practical wellbeing initiatives that help people feel supported and valued at work.
