Most employees have experienced the powerful impact, whether positive or negative, that a manager can have on their work experience and overall well-being.
As conversations about mental health become more common in the workplace, the expectation for support and accommodation has grown. However, many managers still feel unequipped and lack confidence in addressing mental-health issues with their teams. It’s essential for organizations to offer training that helps managers understand mental health, recognize how it shows up in the workplace and clarify their role in supporting it.
Read: 72% of Canadian workers prioritizing mental health: survey
Managers are essential to supporting employee mental health in three key areas: prevention, mental-health promotion and facilitating access to necessary resources and care.
They have a key role in preventing the work environment from negatively impacting employee mental health by proactively considering psychological health and safety. It begins with thoughtfully structuring the job scope, providing a positive onboarding experience that connects employees to the organization and informs them of relevant benefits and policies, as well as ensuring they have a sustainable workload aligned with their skill level.
While some aspects of job design may be outside of a manager’s control, they can still create a supportive environment by providing regular feedback, encouraging open communication, working together to assess workload and identifying workplace stressors. Together, these efforts help reduce potential negative impacts on employee well-being. By proactively focusing on these areas, managers are more likely to prevent challenges before they arise and ensure employees can access the resources they need.
Read: Employers can support workers’ mental health with digital toolkits, adequate coverage: expert
Employees often model their behaviour off their managers, taking cues around behaviour and attitudes in the workplace. When it comes to mental-health promotion, leading by example and prioritizing mental health is one of the most powerful things managers can do for their teams. When employees see their managers taking regular breaks, practicing a healthy work-life balance and using the benefits and wellness programs available to them, they’re more likely to use them themselves.
Managers can also help reduce stigma around mental health by talking about it more openly during regular check-ins and normalizing that it’s OK not to be OK all the time. When stigma is reduced, employees are more likely to access the support they need and are healthier and happier overall.
Managers also play a crucial role in connecting employees with mental-health care in the workplace. They don’t need to play the role of a therapist or counsellor but should instead serve as a safe space for employees to turn to. Managers should be able to recognize signs that someone might be struggling, engage in safe and supportive conversations and guide employees toward appropriate resources if needed. Additionally, both the manager and the organization should be knowledgeable about mental-health accommodations and be ready to collaborate with the employee to implement necessary changes.
Read: How remote working is impacting employee mental health
Finally, it’s important to remember that managers are employees too, and their own mental health is just as important. For managers to be in a position to support their teams, they must prioritize their mental health as well. This not only enhances their own resilience, but also better equips them to create a psychologically healthy and safe work environment for their teams.
Improving employee mental health goes beyond the efforts of a company’s human resources department — it demands participation from the entire organization at all levels, with managers playing a pivotal role.
Effective manager training provides managers with the essential knowledge, skills and confidence to support employee mental health. Organizations that invest in high-impact areas like leadership development see the greatest returns on their investment, especially when it comes to employee well-being.
Read: Expert panel: Employers taking preventative, holistic approach to employee mental health in 2024