Managers and workplace mental health.

· People first organisations,Mental health at work,Mental health awareness,People teams,Line Managers and mental health

When we think about the importance of the role that managers can play in the quality of our day to day mental well-being or mental health, it is becoming more evident that they do play a huge part in this. However just because they play a huge part, doesn’t always mean that they feel equipped to talk about it or support us, or that that we have the confidence on talking to them about it if they broached the subject with us.

We often ask managers. “How would you feel about having a conversation with your team about their mental health?”

This brings about a variety of responses, from “Not my place to talk to them about this”, “I’m not HR”, “I don’t want to open a can of worms”, “I’ve not had any training to do this” all the way through to “Nervous but I give it a go”, “Pretty confident actually, I have had training on this and I’ve worked hard to know my team well”. 

We also ask managers and team members. “How would you feel talking to your line manager your own mental health?”

Again, this can bring a wide range of responses from “I wouldn’t discuss this because they wouldn’t understand”, “My manager doesn’t think favourably about mental health in the workplace”, “I avoid it because of our company culture”, to “I talk to them openly about it and feel supported”.

This does make us think that, as a manager, if we are not willing the lead by example - how can we expect our teams to be open, honest, vulnerable or trust us? Simply it’s a big ask if we don’t lead by example and foster an environment of trust.

That being said, none of these responses are really a surprise, why?

Let's look at the data....

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We know that according to recent research only 31% of managers have been sufficiently trained to recognise the symptoms of poor mental health or changes in someone’s mental health let alone have conversations about it in the workplace(1).

In 2022-23, 49% of all work-related ill health was attributed to stress, depression or anxiety, 54% of all working days were lost due to work-related ill health(5) and 76% of respondents in a CIPD survey report some stress-related absence with heavy workloads and management style most commonly to blame(3).

We also know that Women in full-time employment are nearly twice as likely to have a common mental health problem as full-time employed men(2) and that 1 in 5 workers in the UK needed to take time off work due to poor mental health caused by pressure or stress in the past year(6).

What does this mean?

This highlights a significant gap in training and preparedness among managers to hold space for these types of conversations, which can impact the overall mental health support available to employees. “The top health and wellbeing challenge across all sectors is a lack of line manager skills and confidence to support wellbeing. These findings highlight the importance of developing skills, confidence, and resources for managers.” (7)

It is also worth reflecting on the impact of mental health and performance - some of your highest performers may be living with poor mental health, but coping day to day, yet a deterioration in someones mental health may have an impact on their performance.

What can we do about it?

Prioritising mental health training for managers isn’t just a moral obligation; it also makes good business sense. Take action now!

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First - Review what training you are offering in your organisation - alongside your Mental Health First Aiders®.

Have they all been trained on how to talk about mental health and wellbeing?

Can they spot the signs of changing mental health within their team?

Second - Gauge confidence levels and willingness.

Ask both managers and employees how they feel about their general literacy on mental health?

Understand their confidence in starting a conversation on the topic right through to supporting their team with their wellbeing?

Here’s why:

  • Improved Employee Morale and Productivity:

Organisations that prioritise mental health may see improved employee morale and job satisfaction.

When employees feel valued, respected, and supported, they are more likely to be engaged and productive(1).

  • Reduced Turnover Rates:

Managers who are equipped to handle mental health-related conversations can create a positive work environment.

This positive environment contributes to reduced turnover rates, as employees are more likely to stay in an organisation where their well-being is prioritised(1).

  • Enhanced Team Cohesion and Collaboration:

Managers play a pivotal role in influencing employee mental health.

By supporting their teams effectively, managers contribute to enhanced team cohesion and collaboration.

  • Business Impact:

The World Health Organisation estimates that 12 billion working days, worth $1 trillion per year in productivity, are lost annually due to depression and anxiety(4).

Third - Plan training and support

Get in touch with us to know more about the training we offer and how we can support your managers support their teams.

Call: +44 7956916492

Investing in managers’ mental health training benefits both employees and the organisation as a whole!

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Images:

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