Getting peer support right

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4-minute read

Written by Catherine MacAllister. Peer Supporter at the NHS, and Co-development Lead at Habitus Collective

Peer support positions are popping up all over the place, in varying clinical settings and across the community. With the rise of the profession, getting peer support right is more important than ever. Research and evidence state that without the right support (ongoing mentorship and a connection to other peer supporters) the impact of peer support unintentionally deteriorates. The role eventually becomes a quasi-profession, leaving all the parts that make peer support special and highly impactful at the door[1].

What is peer support?

Peer support can be defined as supporting another person no matter at what stage they are at in their journey. It is the art of someone who has their own personal experience of mental health challenges, walking beside another person, promoting the belief that healing and recovery is possible. Peer supporters are trained and employed to support others in their recovery.

When someone is struggling, human nature has us trying to fix what’s wrong, unintentionally bombarding the person with advice, and/or resources. Human instinct has us feeling like we have to do something, anything.

How peer support is different

Peer support focuses on active listening. Letting a person express themselves, which typically, is what we need more than anything else. Peer support allows a person to explore, with someone who understands, what THEY think they need to move forward.

It is about creating an environment where people don’t feel alone, no matter how they’re feeling. When we are struggling, too often, many of us tend to isolate ourselves. Peer support is about offering an opportunity to connect with someone who has walked a similar path, and who understands the feelings and emotions the other person may be experiencing because they’ve experienced them too.

Unlike many other helping professions, peer support is not about the peer supporter having all the answers. Nor is it about them being an expert in fixing a problem. Peer supporters understand that recovery is a life-long journey, and we are all constantly learning.

Peer support is about the other person, not us.

It is important to say here that although we have similar experiences to the people we support, we only share our story when we think it is relevant and helpful to the other person. We see it as a tool for connection, not as a tool to copy and emulate. Each person’s journey is unique, and what works for me might not work for them.

A peer relationship is designed to be one of equality. We believe each person has the answers inside them, and at times we just need support in exploring what they are.

This might sound silly, and perhaps obvious to some, but this is something that I have frequently had to remind my colleagues and supervisors about.

I have, in the past, been expected to constantly tell my story. Or interject with what helped me when someone sitting in front of me was struggling. I have had to remind, or sometimes even teach my co-workers, that sometimes people just need to feel heard before I, as a peer supporter, start discussing what was helpful for me.

If a peer relationship is new, it can be the opposite of helpful if I constantly talk about what helped me. Instead, it can make the person I am working with feel like they are not being heard in their struggle. Rather, I would allow space for them to express themselves. If I feel that I have fostered a connection, only then it would be appropriate to explore the idea of sharing what parts of my journey may help them, and only if I think it would be helpful. It is more important that they know we are there beside them, and that they are not alone.

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How to make peer support flourish in your workplace

When we are working in an environment where peer support is a small part of a much larger team, it is essential that we are provided the space to keep our role distinct. Equally, no matter the size of the team, it is important to empower peer supporters with the space to advocate for themselves, and for what the role is, if we feel it is being misunderstood.

This is why it is crucial to be able to connect with other peer supporters and have supervisors fully understand our role, and listen if we say that an approach lies outside this.

(Remember, the outcomes and impact are greater when peers can remain true to their practice and skills).

Workplace readiness reversed

So often, workplaces require peer supporters to be ‘workplace ready’. This includes, but is not limited to, peer supporters:

  • who are deemed well enough to practice

  • that understand appropriateness in the workplace

  • have workplace skills (MS Office)

  • who are reliable

What so often gets overlooked is the workplace becoming ready for a peer supporter:

  • supervisors, managers, and team members being accepting of the position

  • the role of peer supporters is made clear and distinct to all team members and supervisors

  • understanding the potential impact peer support can have, if done well, in multidisciplinary teams

  • a mechanism in place to enable peer supporters to connect with other peer supporters (whether through mentorship or a wider community of practice)

  • recognition that peer support is a profession and peer supporters are not treated as ‘past patients’

If peer support is to be successful in your team or your organisation, it is vital that the values and standards of practice of peer support are maintained.

How to be an ally to the growth of peer support

  • Don’t let your care instinct disempower your peer support colleague

  • Provide a platform for peer support rather than advocating for them

  • Learn about the competencies that differentiate peer support from other professions



Habitus specialises in providing practical, engaging and lasting solutions for mental health.

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