5 Ways To Prevent ‘The Invisible Employee’ From Harming The Workplace In 2024

There’s a phrase in healthcare known as “the invisible patient” when someone suffers from diseases of invisibility such as chronic pain and the healthcare system disengages with them over time if there’s nothing more they can do to help after basic pain management. Now, this symptom of a fragmented health system is creeping into the workplace, according to Smriti Joshi, chief psychologist at Wysa, who believes the invisible employee phenomenon is an increasing threat to workplaces across the country as many workers suffer in silence.

And she’s not alone. Bree Johnson, founder and CEO of Executive Unschool, calls these unaddressed mental health issues “work wounds.” Johnson informed me that they perpetuate on-going harm, loss of productivity and unhealthy behaviors in the workplace: “My clients come to me when they want to enhance their workplace culture but feel mired in the churn and burn of top talent,” she says. “What they are failing to properly recognize and handle, is the reality that their people have experienced profound work wounds.”

Just like in healthcare facilities, Joshi suggests, there are often numerous employees who have mental health concerns that go completely unnoticed. She says it could be because the current mental health benefits are designed for only a certain group of people. Or a leader could be aware of a previous mental health concern, but because they believe they did all they could with the baseline wellness program, the employee falls to the back of the employer’s mind, creating dangerous consequences.

Joshi believes an invisible employee is becoming an insidious threat to workplace wellness. “Just as the name states, the mental health challenges of many employees are often unrecognizable, especially as mental health concerns and stress can show up differently across individuals,” she states. The signs of poor mental well-being in staff can fly under the radar. And, when the severity of the issue goes unnoticed, it can lead to severe mental crises down the line.”

Joshi offers five ways leaders can prevent the invisible employee from harming the workplace:

1. Normalize mental health conversations & create anonymous feedback channels. “Creating a workplace where mental health conversations are part of the everyday dialogue is vital. Employees are less likely to suffer in silence if they know it's okay to express their mental health challenges without judgment or fear. Leaders should model this behavior by sharing their own experiences or encouraging openness. When employees feel safe, they’re more likely to come forward. This is about building trust, not just ticking a box for wellness programs. For some employees, speaking openly about mental health struggles is just too difficult, even in the most supportive environment. Offering anonymous channels—whether through surveys or digital tools—gives employees a safe way to share their challenges. The goal isn’t to force everyone into the spotlight but to ensure that every voice is heard, even those that prefer to stay behind the scenes.”
2. Empower leaders to notice subtle signs & watch for social withdrawal. “It’s easy to miss the early signs of mental distress because they often don’t show up in a drastic decline in performance. Leaders need to be trained to recognize when an employee is withdrawing socially, becoming more irritable or showing shifts in engagement. Small changes in behavior—someone no longer contributing to meetings or avoiding interaction—are often the first indicators of a deeper issue. This kind of training equips leaders to act with empathy and awareness. In many cases, employees who are struggling with mental health will slowly disconnect from the social fabric of the team. They may skip lunches, avoid informal conversations or stop participating in collaborative efforts. This social isolation is one of the strongest signals of someone who is feeling overwhelmed. Encouraging inclusive team activities and informal check-ins helps re-engage those employees who may be falling off the radar.”
3. Frequent, genuine check-ins & ethically using data to spot warning signs. Annual surveys often miss the mark when it comes to mental health. People’s circumstances change quickly, and mental health fluctuates over time. Frequent pulse checks, tailored to the unique pressures of different roles, can give you real-time insights into how your employees are feeling. When employees know that their well-being is consistently being monitored and addressed, they’re less likely to feel neglected. After an employee accesses mental health resources, it’s important to remember that one interaction doesn’t solve the problem. Mental health is complex and requires ongoing support. Follow-up is key. Regular, sincere check-ins send the message: ‘We care about you as a person, not just as an employee.’ This approach fosters trust and prevents employees from feeling abandoned after they’ve initially sought help. Many organizations now have tools that can track employee engagement and performance patterns. While these tools should be used with caution and transparency, they can be helpful in spotting early signs of distress, such as declining productivity or increasing absenteeism. The key here is to ensure that any data-driven approach is paired with empathy. It’s not about surveillance; it’s about recognizing patterns so that employees don’t slip through the cracks.”
4. Offer flexibility that reflects real empathy. “An employee doesn’t have to be absent to be invisible. Many come to work, physically present but mentally and emotionally burned out. Offering flexible work arrangements, such as modified schedules or remote work options, shows that you recognize the need for balance. Flexibility is not a luxury; it’s a necessity for mental well-being in today’s demanding work culture. Remote work brings freedom but also risks invisibility, especially for those struggling with mental health. It’s easier to hide behind a screen, and the usual signs of distress are harder to detect. Encouraging regular, informal video check-ins, creating virtual spaces for socializing and fostering a sense of belonging in these digital environments can help keep employees engaged and prevent them from disappearing into the background.”
5. Support employees during organizational changes. “Times of change—whether it’s restructuring, layoffs or other organizational shifts—are particularly stressful for employees, especially those who already struggle with mental health. When employees don’t feel supported during these transitions, they can become invisible. Transparent communication and extra support during these times is critical. This shows employees that their well-being matters even when business pressures are high.”

Johnson insists recognition not only mitigates the negative impacts on individual employees but also enhances overall productivity, reduces turnover and creates a more resilient and positive workplace culture. “It’s imperative for leaders to shift their focus from merely managing work culture to actively healing it. She concludes that a healthy workplace isn’t just about perks—it's about people.

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