A Self-Reflection for Leaders This R U OK? Day
Every September, workplaces across Australia light up in yellow, post on LinkedIn, share team photos in branded gear, and bring in cupcakes or speakers to mark R U OK? Day. And for good reason. It’s a powerful and important reminder to check in with the people around us.
But here’s the uncomfortable truth: for many employees, the answer to “R U OK?” is no. And worse, some of the reasons they’re struggling are tied to the very organisations asking the question.
As ethical leaders, we need to ensure our message is supported with our actions. We can not simply ask the question “R U Ok?” without also embodying the values of this amazing cause.
The Disconnect: When the Message Doesn’t Match the Culture
It’s one thing to support R U OK? Day. In fact we love organisations and teams that do. But it’s another to back it up with action, the other 364 days of the year.
If your workplace is:
- Regularly asking staff to work overtime without recognition
- Enabling poor leadership or toxic behaviours
- Opening accepting toxic behaviours which promote a toxic culture
- Cutting teams without warning or support
- Thrive on the “keep them lean” mentality
- Failing to invest in culture, connection, or development
…then no amount of branded cupcakes or morning teas will fix the disconnect and toxic culture.
Layoffs and Lip Service
We’ve all seen headlines this year: thousands of roles slashed at major organisations, often followed by public pledges to “put people first.”
One example of this is ANZ who has announced the expected layoff of about 3,500 people by September 2026 with the company’s leadership describing it as “the right thing to do”.
It’s tone-deaf at best, and deeply damaging at worst, to celebrate R U OK? Day while simultaneously creating the very conditions that push people to the edge.
If your culture is causing burnout, stress, or isolation, then a mental health initiative becomes a bandaid over a structural wound.
Worst than that, it can cause a deeper wound to the culture and trust within the organisation as team members see a real time example of “two-face” behaviour and feel to be no more than a media pawn through promotional photos.
The Harder Question: Are We Doing Good?
R U OK? Day asks us to look out for others. But it also calls for self-reflection: from individuals and organisations.
Ask yourself:
- What are we doing about the risk factors within our control?
- Are we designing roles and workloads that support wellbeing?
- Do our leaders know how to check in meaningfully, not just performatively?
- Is our culture one where people feel safe, seen, and supported?
If the answer is no, or “we’re not sure”, then that’s the real conversation to have this R U OK? Day with your leadership team.
Culture Is the Real Safety Net
Mental health support at work isn’t just about EAP access or one-off awareness days. It’s about the daily environment people experience.
A healthy culture is proactive, not reactive. It builds psychological safety, empowers honest conversations, and gives people tools to support themselves and others.
It’s been proven through numerous studies every year that when a person feels safe and cared for they perform better. And the best part of that for a business is that people who feel safe and cared for PERFORM better, which directly impacts the bottom line.
Doing good isn’t just nice. It’s GOOD for business.
Many leaders feel the pressure to cut costs, become more profitable and find ways to generate more income. Rather than looking externally, or “culling the herd” if they invest a drop of the ocean into their people, they will experience the ROI, while standing out as a culture champion.
What is your turnover costing you financially?
Alignment of R U OK? Day
Here at Premier Team Building, we smile every time we see a company that invests in their people, makes the effort to create a safe workforce, and builds a supportive culture take part in R U OK? Day. The message aligns with their actions, values and culture.
But sadly, for some, they use this cause and others to appear that they care. It’s how you hold yourself behind closed doors which matters.
If 364 days of the year your message is “do more with less support” than your mountain of sweet cupcakes are only a bitter reminder of the apathy from above.
Want to Do Better? Start With Your Culture
At Premier Team Building, we help organisations move beyond token gestures to build real, resilient cultures.
Our bespoke team development programs focus on mental health culture, leadership capability, and human connection. Because it’s not enough to ask R U OK? we need to ensure people can say yes and mean it.
If you’re ready to be a good leader, become a more profitable organisation speak with our leadership team about our range of leadership services, such as a mental health culture. Let’s work together to make sure U R Doing Good.
This R U OK? Day, don’t just promote the message. Commit to the change.
R U OK? Day is a powerful event, with an important message. Let’s ensure your message aligns with your actions.
Let’s talk about building a culture that supports your people—every day of the year.
