Michelle Robinson Hayes, mental health trainer and preventative services lead, Vita Health Group
Managers are pivotal in shaping their team’s workplace experience. They interact with employees daily, manage workloads, and are often the first point of contact for any issues.
This direct relationship gives them a significant influence over employee mental health. In fact, research indicates that managers impact employees’ mental health (69%) more than doctors (51%) or therapists (41%), and on par with a spouse or partner (69%).
Needless to say, supportive managers can significantly improve an employee’s mental health journey, while unsupportive or toxic managers can worsen mental health issues.
The question is – are managers always equipped with the tools and training needed to effectively support employee mental health?
Research findings would suggest often not, highlighting a gap between the expectations placed on managers and their preparedness or ability to handle employee mental health.
The Institution of Occupational Safety and Health found that only 31% of managers have received adequate training to recognise mental health symptoms. Consequently, nearly half of employees feel their managers are ill-equipped to handle mental health-related conversations, leading to missed opportunities for early intervention and exacerbating existing issues.
Equipping managers with the right tools
If managers are to best support employees’ mental health, organisations need to provide them with the right tools to do so. These may include:
Mental Health First Aid training: Managers should be trained to identify signs of mental health issues, ask the right questions, and guide individuals to appropriate support resources. Training should also cover active listening skills, empathy, and non-judgmental communication.
Resource accessibility: Managers need to be aware of available mental health resources, such as employee assistance programmes, counselling services, and mental health helplines. They should also understand the protocols for handling emergency mental health situations and employees who are in distress.
Creating a supportive workplace culture: To combat the stigma around mental health, managers should model positive behaviours, facilitate open discussions about mental health, and promote work-life balance initiatives. Employees should feel empowered to use available support without fear of judgement or career detriment.
The positive impact of supporting managers
Prioritising mental health training for managers isn’t just a moral obligation but it also makes good business sense.
The World Health Organisation (WHO) estimates that depression and anxiety result in the loss of 12 billion working days each year, costing $1 trillion in productivity. Ensuring managers are equipped to address mental health issues can lead to improved employee morale, job satisfaction, reduced turnover rates, increased productivity, and better team cohesion.
Moreover, mental health support is a significant factor for job seekers. A recent Harris poll found that 81% of employees consider mental health support an important factor in their job search, with many willing to forgo higher salaries for better mental health benefits.
Leading with a ‘prevention-first’ approach
Stress, anxiety, and burnout are increasingly common among employees across all demographics and age groups. According to the Health and Safety Executive (HSE), stress, depression, and anxiety were responsible for 49% of all work-related ill health cases and 54% of working days lost due to these health issues in 2022-2023. This rate surpasses pre-pandemic levels, highlighting the growing importance of mental health in the workplace.
If you expect your managers to effectively support employees, it’s crucial you empower them with the tools and training to do just that. Investing in your managers will help to create a healthier, happier, and more productive workplace for everyone.
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