Nurture employee mental health through effective manager training.

In today’s competitive business landscape, employee wellbeing is a critical concern, directly impacting organisational success. Managers are key to fostering a mentally healthy workforce. Employee mental health significantly influences productivity, job satisfaction and overall company performance. Recent data reveals a concerning trend: the Stress Statistics UK 2023 report shows 76% of employees report moderate-to-high or high stress levels, up from 67% in 2022 – an increase of 13%. As this issue gains prominence, managers’ roles in supporting their team members’ mental wellbeing are vital. This article explores this issue, emphasising managers’ essential role and their impact on both individuals and organisations.

The manager’s role in employee mental health

Managers hold a pivotal role in organisations, bridging the gap between leadership and frontline workers. They are responsible for driving performance and creating a supportive environment for their teams’ mental wellbeing. However, in many organisations, managers may not fully grasp the significance of addressing mental health concerns due to limited awareness and training. Surprisingly, 62% of line managers feel unsupported in addressing their staff’s mental wellbeing, while 57% receive no mental health training or support.

Adding complexity, managers often face relentless pressure to prioritise performance metrics, with 62% admitting they prioritise company interests over employee wellbeing. This dual challenge can lead to unnoticed mental health issues among employees, resulting in burnout, stress, decreased job satisfaction, and reduced productivity.

To tackle these issues, organisations must recognise the importance of training managers in mental health support, even within performance-driven contexts. Effective training can highlight that prioritising employee wellbeing aligns with, rather than hinders, performance. Integrating mental wellness activities into these training programmes enhances their impact, ensuring managers are well-equipped to foster a supportive environment.

In fact, good mental health enhances job satisfaction, engagement, and overall productivity, reducing mental-health-related absence costs. By addressing the pressures on managers and showcasing the strategic advantages of mental health support, organisations can bridge the gap between the current underestimation of their role and the potential for positive change.

Manager training for mental health: the basics

Manager training is a vital component of creating a mentally healthy workplace, empowering them to recognise, communicate about, and support employee mental health effectively.

Such programmes also contribute to reducing stigma and promoting an inclusive workplace culture. Trained managers can identify issues early, preventing more severe problems and improving overall wellbeing, job satisfaction, and retention.

Effective training programmes for managers should include the following components:

• Mental health education: Training should cover a range of mental health topics, including common conditions, signs and symptoms, and the impact of mental health on the workplace;
• Communication skills: Managers should be trained in active listening, empathetic communication, and discussing mental health concerns sensitively;
• Recognising signs: Managers should learn to identify behavioural, emotional, and physical signs of mental health concerns in their team members;
• Resource awareness: Training should familiarise managers with available mental health resources, both within and outside the organisation; and
• Case scenarios: Practical case scenarios and role-playing can help prepare managers apply their knowledge and skills in real-life situations.

Collaborating with external mental health professionals can enhance training effectiveness by bringing specialised expertise and resources. Additionally, continuous support, including access to resources, peer networks, and refresher training, ensures managers stay well-equipped.

To gauge the effectiveness of manager training programmes, organisations can track metrics such as:

• Increased awareness: Managers’ understanding of mental health;
• Timely intervention: Recognition and addressing of mental health concerns;
• Employee feedback: Assessing manager support for mental health; and
• Retention rates: Monitoring job satisfaction and employee retention.

Recognising signs of mental health concerns

Managers are the first line of defence when it comes to recognising signs of mental health concerns among their team members. The ability to spot these signs early is crucial in providing timely support and intervention. The key indicators that managers should be vigilant about include:

• Changes in communication: Managers should be attentive to alterations to communication styles, such as increased agitation, emotional speech, or difficulty expressing thoughts, which may indicate emotional distress;
• Physical symptoms: Physical manifestations like fatigue, headaches, muscle tension, and sleep disturbances can be linked to mental health issues, therefore managers should be aware of employees reporting these symptoms;
• Declining work performance: Decreased productivity, missed deadlines, or increased errors may signal underlying mental health concerns. Managers should approach these with empathy;
• Attendance and punctuality: Frequent absenteeism or tardiness could indicate mental health challenges. Managers should engage in supportive conversations to understand and help;
• Emotional responses: Extreme emotional responses, like outbursts of anger or tearfulness, can be an indication of emotional struggles. Creating a safe space for employees to express themselves is essential; and
• Peer observations: Encouraging team members to look out for one another can also be instrumental in recognising signs of mental health concerns, as colleagues may notice changes managers have overlooked.

When managers notice signs of mental health concerns, it’s essential to document observations discreetly and sensitively. Then, initiate a private and empathetic conversation with the affected employee to express concern and offer support. It’s crucial to listen actively and show understanding, while avoiding assumptions.

Communicating with empathy and sensitivity

Recognising signs of mental health concerns is only the first step; how managers respond to these signs is equally vital. Effective communication with empathy and sensitivity is the cornerstone of providing support to employees facing mental health challenges:

• Create a safe space: Managers should establish trust, confidentiality, and a non-judgemental atmosphere where employees can discuss their mental health concerns without fear;
• Active listening: Managers must practice active listening by giving their full attention, asking open-ended questions, and avoiding interruptions when employees open up about mental health;
• Use empathetic language: Phrases such as ‘How can I support you?’ and ‘Let’s find a solution together’ foster trust and express willingness to help, while stigmatising language should be avoided;
• Offer resources: Managers should be knowledgeable about available mental health resources and provide information on Employee Assistance Programmes (EAPs), counselling services, or support groups when discussing mental health concerns;
• Discuss accommodations: Managers should be open to discussing workplace accommodations like workload adjustments, flexible schedules, or modified responsibilities when necessary;
• Follow up: Managers must follow up with employees after initial conversations to show ongoing support, discuss progress, and address further assistance if needed; and
• Respect boundaries: While open communication is essential, managers should respect an employee’s boundaries and only discuss what the employee is comfortable sharing.

Creating a supportive organisational culture

Ultimately, the goal of manager mental health training is to create a culture where mental health is a top priority, stigma is reduced, and employees feel supported and empowered to seek help when needed. This has a positive impact not only on individual wellbeing but also overall organisational success: according to a study published in the Journal of Occupational and Environmental Medicine, businesses that addressed employee mental health experienced reduced absenteeism and presenteeism, as well as increased work performance.

To realise this cultural shift effectively, however, it’s crucial to recognise that manager training is most impactful when combined with a holistic approach that also addresses several additional factors:

• Leadership commitment: A mentally healthy workplace requires commitment from top leadership, demonstrated through actions, policies, and messaging;
• Policy development: Clear and comprehensive mental health policies should destigmatise mental health, promote help-seeking, and provide accommodation guidelines;
• Communication and awareness: Regular communication and awareness campaigns can reduce stigma and educate employees about available mental health resources. This can include newsletters, workshops, webinars, and internal social platforms dedicated to mental health discussions;
• Employee Assistance Programmes (EAPs): EAPs provide confidential counselling and support services for a range of personal and work-related issues, including mental health;
• Flexible work arrangements: Offering flexible work arrangements can greatly benefit employees dealing with mental health challenges. A survey found that 39% of those who had been offered the opportunity to work flexibly experienced improved wellbeing; and
• Inclusivity and diversity: Promoting inclusivity and diversity in the workplace contributes to a culture where every employee feels valued and respected. Such an environment can reduce stressors related to discrimination and bias, benefiting mental health.

Conclusion

In today’s dynamic work environment, prioritising employee mental health is not just an option; it’s a necessity. Managers play a pivotal role in recognising signs of mental health concerns, offering support, and creating a culture that fosters wellbeing. However, for managers to excel in this role, they require proper training and guidance.

Investing in manager training programmes that focus on mental health awareness, communication skills, and resource utilisation is an investment in both employee wellbeing and organisational success. Such training empowers managers to identify signs of mental health issues, initiate empathetic conversations, and connect employees with appropriate resources.

As we navigate the challenges of the modern workplace, let’s remember that employee mental health is not an isolated issue; it’s integral to overall organisational wellbeing. By embracing this perspective and taking proactive steps to support mental health, businesses can create a brighter future both for their employees and their bottom line.

Adriana Aleksandrova is a content writer/consultant for healthcare training provider Meduc8ion based in Leicester, England, UK.