Why it’s important to train managers to support mental health at work
According to a global study, 69% of employees said their mental health was attributed to their managers – that's on par with the impact of a spouse or partner (69%)! To put that in perspective, it's significantly greater than the influence of doctors (51%) or therapists (41%). This reveals a powerful truth: managers are pivotal in shaping the daily work experience and the overall well-being of their teams.
While company-wide wellness initiatives are valuable, the true frontline of mental health support lies with your managers. These individuals, interacting daily with employees, hold immense potential to foster a culture of well-being. But to unlock this potential, they need the right training.
Traditional management training often focuses on performance metrics and task delegation, neglecting the crucial human element. This oversight creates a significant gap, leaving managers ill-equipped to handle the complex emotional needs of their teams.
The benefits of mental health training for managers
Here’s why investing in mental health training for managers isn't just a "nice-to-have", but a strategic necessity:
Improved attitudes and motivation
Even a small investment of time in manager mental health training can yield significant results. A study by Dimoff et al. (2016) showed that just three hours of mental health awareness training can lead to significant improvements in managers' attitudes about mental health and motivation to support mental health at work. This shift in perspective is crucial. Managers who understand mental health are more likely to create a supportive environment where employees feel safe to seek help.
Early intervention and resource utilisation
Managers are uniquely positioned to identify early warning signs of mental health struggles. By training them to recognise these signs, you empower them to intervene proactively. A study by Dimoff & Kelloway (2019) indicates that managers & leaders can play a key role in increasing employees' utilisation of available organisational resources by demonstrating supportive behaviors, improving their ability to recognise warning signs of declining mental health, and connecting struggling employees with the help they need. This proactive approach ensures that employees receive timely support, preventing issues from escalating.
Reduced absence due to mental ill-health
Long-term sickness absence due to mental ill-health is a significant drain on productivity and resources. However, a UK-based study demonstrates a strong link between mental health training for line managers and a reduction in long-term sickness absence related to mental ill-health. This research offers compelling evidence that targeted training can have a direct and positive impact on absenteeism, ultimately contributing to a healthier and more productive workforce.
Enhanced engagement and retention
When managers are equipped to address mental health concerns, they create a culture of trust and psychological safety. This fosters a positive work environment where employees feel supported and valued, leading them to be more engaged and loyal. Recent research underscores this point, revealing that organisations investing in leadership and management training are more likely to see tangible improvements across key business areas including stronger staff retention, and ultimately, improved overall business performance.
Improved communication and empathy
Mental health training equips managers with the skills to communicate effectively and empathetically. They learn to listen actively, offer support without judgment, and create a safe space for open dialogue. This builds stronger relationships and fosters a sense of psychological safety within the team.
What skills should a mental health training for managers teach?
Effective mental health training for managers should cover the following key areas:
Mental health literacy
Understanding common mental health conditions, their symptoms, and their impact on the workplace.
Recognising warning signs
Identifying early indicators of mental health struggles, such as changes in behaviour, performance, or attendance.
Effective communication and active listening
Developing skills to communicate empathetically and create a safe space for employees to share their concerns.
Providing support and linking to resources
Knowing how to offer support, guide employees to available organisational resources (e.g., employee assistance programs, mental health professionals), and make reasonable adjustments.
Promoting a psychologically safe culture
Understanding how to foster a positive and supportive work environment that enables team members to seek support without fear of judgement
Self-care and self-compassion
Equipping managers with long-term strategies to build their own personal resilience and well-being
Investing in your organisation’s future
Training managers to support mental health at work is an investment that pays dividends in the form of a healthier, more productive, and more engaged workforce. It's a crucial step towards creating an organisational culture where mental well-being is valued and supported. By empowering your managers to support the mental health of their teams, you're not just improving the lives of your employees – you're strengthening the foundation of your entire organisation.
At Calm Collective Asia, we work with you to design and deliver localised mental health training programmes tailored to your organisation’s objectives. Learn more about our corporate offerings.
References
The Workforce Institute at UKG. (2023). The Impact of Work on Mental Health. https://www.ukg.com/blog/workforce-institute/the-impact-of-work-on-mental-health
Dimoff, J. K., Kelloway, E. K., & Burnstein, M. D. (2016). Mental health awareness training (MHAT): The development and evaluation of an intervention for workplace leaders. International Journal of Stress Management, 23(2), 167–189. https://doi.org/10.1037/a0039479
Dimoff, J. K., & Kelloway, E. K. (2019). With a little help from my boss: The impact of workplace mental health training on leader behaviors and employee resource utilization. Journal of Occupational Health Psychology, 24(1), 4–19. https://doi.org/10.1037/ocp0000126
Hassard, J., Dulal-Arthur, T., Bourke, J., Wishart, M., Roper, S., Belt, V., Leka, S., Pahl, N., Bartle, C., Thomson, L., & Blake, H. (2024). The relationship between line manager training in mental health and organisational outcomes. PloS one, 19(7), e0306065. https://doi.org/10.1371/journal.pone.0306065