While much attention is given to supporting staff, it’s essential to recognise the pivotal role managers play in fostering a mentally healthy work environment. Equipping leaders with mental health training benefits individual employees and enhances overall organisational performance (Hassard et al., 2024).
Early Identification of Mental Health Concerns
Managers are often the first to notice changes in an employee’s behaviour or performance. Without proper training, they may overlook early warning signs of mental health challenges. A report by the Institution of Occupational Safety and Health (IOSH, 2025) emphasises that poor training leaves managers unable to effectively address employee mental health, leaving them equally vulnerable to increased stress.
Reducing Turnover and Absenteeism
Supportive leadership significantly impacts employee retention. Training line managers to recognise and address mental health concerns can reduce turnover and absenteeism. (Hammer et al., 2024) found that leadership behaviours directly influence employees' mental health, which in turn affects job performance and retention. Furthermore, organisations that promote a positive organisational climate through supportive leadership see improvements in employee well-being and commitment, leading to higher retention rates. Investing in leadership development that emphasises mental health awareness not only enhances employee satisfaction but also contributes to organisational success.
Enhancing Productivity and Employee Engagement
A caring and supportive manager can improve employee mental health, leading to increased productivity. While popular interventions, including wellbeing apps, are commonplace, recent research shows that we can’t use these as standalone, fix-all solutions. However, they may support well-supported employees to prevent their stress from escalating. A significant contributor to workplace stress is the lack of necessary materials and equipment to perform tasks effectively, a problem that cannot be exclusively addressed through yoga being a staff benefit (Gallup, 2024).
So, what does help? Trained line managers play a pivotal role in fostering psychological safety within teams, creating an environment where employees feel secure to express themselves and experience a sense of belonging (Blake et al., 2023). By promoting open communication and inclusivity, managers encourage team members to share ideas, voice concerns, and collaborate without fear of judgment or retribution. This supportive atmosphere not only enhances individual well-being but also strengthens team cohesion and performance. Organisations that invest in training their leaders to cultivate such environments see improvements in employee engagement, satisfaction, and retention (Celestin et al., 2024). Therefore, the economic benefits are also clear to see with each workplace saving up to millions of pounds annually through the reduction in absenteeism.
Conclusion
Investing in mental health training for managers is not merely a supportive measure but a strategic imperative. By fostering a culture where mental health is prioritised, organizations can enhance employee well-being, boost productivity, and achieve long-term success.
References
Blake, H., Hassard, J., Bartle, C., & Thomson, L. (2023). Training for line managers should focus on primary prevention of mental ill-health at work. Perspectives in Public Health, 143(3), 124-125. https://doi.org/10.1177/17579139231157528
Celestin, M., Vasuki, M., Sujatha, S., & Kumar, A. D. (2024). Enhancing Employee Satisfaction and Engagement to Boost Productivity: The Role of Leadership, Culture, and Recognition Programs. International Journal of Computational Research and Development, 9(2), 67-74.
Gallup (2024). State of the Global Workplace. Available from: https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx#ite-645944
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
IOSH (2025). Weak manager training must get stronger for workers’ mental health. Available from: https://iosh.com/news-and-opinion/manager-training-must-get-stronger
