Looking After Your Wellbeing and Resilience - DJ Grigg Financial

Stronger Than Gold: How to Protect Your Wellbeing, Build Resilience and Create a Mentally Healthy Business

Running a business can be rewarding, but it can also place enormous pressure on your time, finances and personal wellbeing.

Cash flow concerns, staffing shortages, customer demands and long working hours can gradually wear down even the most capable business owner. Like gold under pressure, resilience can be strengthened. However, no one should be expected to tolerate harmful working conditions simply by becoming “tougher”.

Genuine business resilience requires two things:

Healthy personal strategies that help you manage life’s challenges.
Safe work systems that address the causes of harmful workplace stress.

Understanding both can protect your health, support your team and help your business remain strong for the long term.

Key Takeaways

Some short-term stress is normal, but ongoing or overwhelming stress can affect your health, judgement and business performance.

Resilience can be developed through healthy coping strategies, supportive relationships and timely professional help.

Self-care does not replace an employer’s responsibility to manage workplace risks to psychological health.

Victorian employers must identify psychosocial hazards and control work-related risks to mental health.

Common psychosocial hazards include excessive workloads, poor support, bullying, unclear roles and poorly managed change.

Small-business owners can access free and confidential mental health coaching through Beyond Blue’s NewAccess for Small Business program.

Addressing stress early can help protect your people, productivity and business continuity.

Why Mental Health and Business Resilience Matter

Mental health challenges are common across the Australian community.

The Australian Bureau of Statistics found that 21.5% of Australians aged 16 to 85 experienced a mental disorder during the previous 12 months. Anxiety disorders were the most common, affecting 17.2% of people in that age group.

Work-related psychological injuries can also have significant personal and financial consequences.

Safe Work Australia reported that claims involving mental health conditions accounted for 12% of serious workers’ compensation claims in 2023–24. For 2022–23 claims, the median compensation paid for a mental health condition was $67,400—more than four times the median across all serious claims.

These figures reinforce an important message: workplace wellbeing is not a “soft” business issue. It can affect staff retention, productivity, absenteeism, decision-making and the sustainability of the business itself.

Your people are among your business’s most valuable assets. Protecting their psychological health is part of protecting the gold within your organisation.

What Is Resilience?

Resilience is the ability to adapt, recover and continue functioning when faced with difficulties, change or setbacks.

It does not mean ignoring distress, accepting unreasonable demands or pretending everything is fine.

Healthdirect explains that resilience can be strengthened through healthy coping strategies, positive relationships, trusted support networks and improved self-esteem.

Resilience may help you respond more effectively when:

a major customer leaves;
cash flow becomes tight;
an employee resigns unexpectedly;
new regulations affect your operations;
family pressures compete with business responsibilities;
an important project does not go to plan.

Resilience is not a suit of armour that makes someone immune to pressure. It is more like refining raw gold: the right support, habits and systems can make it stronger and more valuable.

When Does Normal Pressure Become Harmful Stress?

Stress is a natural response to challenging or unfamiliar situations. In manageable amounts, it may temporarily increase alertness and motivation.

However, stress can become harmful when it is intense, ongoing or begins interfering with everyday life.

Business.gov.au warns that ongoing stress can contribute to health problems, poor business results, staff turnover and reduced productivity.

Warning signs may include:

persistent sleep problems;
feeling constantly overwhelmed;
irritability or unusual emotional reactions;
difficulty concentrating or making decisions;
withdrawing from colleagues, friends or family;
losing interest in activities you usually enjoy;
frequent headaches, tension or exhaustion;
increased reliance on alcohol or other substances;
struggling to switch off from work;
reduced performance or increasing mistakes;
feeling unable to cope.

These signs do not automatically mean someone has a mental illness. They may, however, indicate that additional support is needed.

A GP or qualified mental health professional can provide individual advice when symptoms persist, worsen or interfere with daily life.

What Are Psychosocial Hazards?

A psychosocial hazard is a workplace condition, situation or interaction that may cause psychological harm.

Safe Work Australia describes psychosocial hazards as aspects of work that can harm mental health and, in some circumstances, physical health.

Examples include:

excessive or conflicting job demands;
unrealistic deadlines;
insufficient staffing;
low control over how work is performed;
inadequate support from managers or colleagues;
unclear duties and responsibilities;
poor recognition or reward;
bullying, harassment or discrimination;
customer aggression or occupational violence;
poorly managed organisational change;
isolated or remote work;
exposure to traumatic events or material;
conflict and poor workplace relationships;
inadequate equipment, training or resources.

Small businesses are not exempt from these risks. In fact, limited resources and close working relationships can sometimes make emerging problems harder to recognise or discuss.

Resilience Is Not a Substitute for Safe Work

Meditation, exercise, healthy eating and relaxation can support wellbeing. However, they cannot repair an unsafe workplace on their own.

A mindfulness app will not fix chronic understaffing. A lunchtime yoga session will not resolve bullying. Encouraging employees to “be more resilient” will not make an unreasonable workload safe.

Safe Work Australia states:

“PCBUs must eliminate or minimise psychosocial risks so far as is reasonably practicable.”

The strongest approach is to address the source of the problem first.

That may involve:

redistributing unreasonable workloads;
providing clearer instructions and role descriptions;
improving staffing or scheduling;
setting realistic deadlines;
introducing procedures for customer aggression;
training supervisors to respond appropriately;
addressing bullying or inappropriate conduct;
consulting workers before major changes;
ensuring employees receive adequate support and resources.

Personal wellbeing programs may complement these measures. They should never be used as a substitute for them.

Victorian Employers Have Psychological Health Responsibilities

The Occupational Health and Safety (Psychological Health) Regulations 2025 commenced on 1 December 2025. WorkSafe Victoria states that employers must now take specific steps to identify psychosocial hazards and control work-related risks to mental health.

Employers should:

Identify psychosocial hazards.
Consider the risks those hazards create.
Eliminate the risks where reasonably practicable.
Reduce the risks as far as reasonably practicable when elimination is not possible.
Consult employees and health and safety representatives.
Review controls to ensure they remain effective.

WorkSafe Victoria provides current guidance, compliance information and hazard-specific resources.

This article provides general information only. Employers should obtain appropriate workplace health and safety or legal advice for their circumstances.

Seven Practical Ways to Strengthen Wellbeing and Business Resilience

1. Identify the Real Source of Pressure

Do not automatically assume the problem is a lack of personal resilience.

Ask:

Is the workload realistic?
Are responsibilities clear?
Do we have enough people and resources?
Are difficult customers being managed safely?
Is one person carrying too much responsibility?
Are financial problems creating avoidable uncertainty?
Are employees comfortable reporting concerns?

Finding the true pressure point is like identifying impurities before refining gold. You cannot improve what you have not properly examined.

2. Begin With One Achievable Change

Trying to overhaul your entire life or business at once may create additional pressure.

Choose one realistic improvement, such as:

taking a proper meal break;
setting a regular finishing time on selected days;
delegating one recurring task;
scheduling weekly cash flow reviews;
turning off non-essential notifications after hours;
holding a short staff check-in;
documenting a process that currently depends on one person.

Allow the change to become part of your routine before adding another.

3. Protect Time for Recovery

Long hours are sometimes unavoidable. Making them the permanent operating model is risky.

Create reasonable boundaries around work where possible. Recovery may involve sleep, exercise, family time, hobbies, quiet reflection or simply time away from business decisions.

Physical activity can support mental health, sleep and stress management. Exercise should suit your health, ability and circumstances. Speak with a health professional before beginning a new exercise program when appropriate.

4. Stay Connected

Isolation can magnify business problems.

Build a trusted support network that may include:

family and friends;
other business owners;
industry associations;
mentors;
professional advisers;
a GP or psychologist;
confidential mental health services.

Seeking support is not a sign that you are failing. Even the strongest gold structures need sound foundations and regular maintenance.

5. Consult Your Team

Employees often recognise emerging workplace risks before management does.

Create safe opportunities for staff to discuss:

workloads;
deadlines;
customer behaviour;
communication problems;
workplace conflict;
unclear responsibilities;
inadequate systems or resources;
concerns about proposed changes.

Consultation may occur through team discussions, individual meetings, confidential surveys or health and safety representatives.

Safe Work Australia confirms that duty holders must consult workers and relevant health and safety representatives about work health and safety matters.

6. Review Your Business Systems

Poor systems can create unnecessary emotional strain.

Consider whether your stress is being increased by:

overdue bookkeeping;
unpredictable tax liabilities;
poor cash flow visibility;
late-paying customers;
inadequate pricing;
excessive stock;
manual processes;
unclear employee procedures;
dependence on one key person;
a lack of forward planning.

Improving financial reporting, cash flow forecasting and business processes may not remove every challenge. It can, however, replace uncertainty with clearer information.

Good figures are like a reliable gold map: they help you see where you are, where risks are forming and where to dig next.

7. Seek Help Before Reaching Crisis Point

You do not need to wait until everything feels unmanageable.

A GP can assess your circumstances and discuss suitable support. Business owners may also be eligible for services specifically designed around the pressures of running a business.

Beyond Blue’s NewAccess for Small Business is a free and confidential mental health coaching program for small-business owners and sole traders experiencing stress, worry or overwhelm. It is available nationally by phone or video, and no GP referral is required.

How to Support an Employee Who May Be Struggling

Managers are not expected to diagnose mental health conditions.

Your role is to listen, respond respectfully, consider workplace risks and connect the person with appropriate support.

A helpful conversation may begin with:

“I’ve noticed you don’t seem like yourself lately. How are things going, and is there anything at work we should discuss?”

Choose a private setting and allow the employee to speak without interruption. Avoid making assumptions or promising complete confidentiality when workplace safety obligations may apply.

Focus on practical questions:

Is there something at work contributing to the problem?
Are any immediate safety concerns present?
What adjustments may help?
What support is available?
When should you check in again?

Possible workplace responses could include temporary adjustments, clearer priorities, additional support, changed duties or professional advice.

Keep in mind that the appropriate response depends on the situation, the employee’s role and relevant workplace obligations.

Business.gov.au provides additional guidance on creating a mentally healthy workplace.

When Leaving May Be Necessary

Some situations cannot be resolved through personal coping strategies alone.

If work is causing ongoing harm, consider:

whether the hazard can be removed or controlled;
whether the concern has been reported;
what workplace support is available;
whether a health and safety representative can assist;
whether medical, legal, employment or financial advice is required;
whether temporary adjustments are possible;
whether remaining in the situation is safe.

For employees, resigning can have financial and legal consequences. It should not be presented as the only response to a harmful workplace.

Immediate threats to personal safety should always be treated urgently.

Where to Get Help

These strategies can support wellbeing, but they are not a replacement for medical or psychological care.

For mental health information and support options:

If you or someone else is in immediate danger, call 000.

Lifeline provides free and confidential crisis support 24 hours a day, seven days a week:

Phone: 13 11 14
Text: 0477 13 11 14
Online support

Lifeline confirms its crisis service is available nationally at any time.

Build a Business That Is Strong Below the Surface

Gold does not become valuable simply because it shines. Its strength depends on what lies beneath the surface.

The same is true of a resilient business.

Healthy routines matter, but so do realistic workloads, clear responsibilities, reliable financial information, supportive leadership and safe workplace systems.

You do not need to carry every business pressure alone. Seeking help early can protect your wellbeing while giving you greater clarity and control over your financial position.

At DJ Grigg Financial, we help business owners understand their numbers, improve their systems and make informed decisions with confidence.

Contact us to discuss how stronger financial systems, cash flow planning and practical business advice could help reduce uncertainty and build a more resilient business.

Disclaimer: This article provides general information and does not constitute medical, psychological, workplace health and safety or legal advice. Seek advice from an appropriately qualified professional for your specific circumstances.