Resource guide: Supporting employee mental health – a manager's role

In today's dynamic work environment, a manager's support for employee mental health is crucial.

This resource guide outlines best practices, economical training options and activities managers can implement to support their team's mental health and wellbeing.

Why managers need to support mental health

Managers directly influence several aspects of workplace dynamics and employee wellbeing:

1. Enhanced productivity: Employees in good mental health are more likely to perform at their best. Managers who support mental wellbeing can help maintain high productivity levels and employee engagement.
2. Reduced absenteeism + presenteeism: Mental health issues are a leading cause of absenteeism. Moreover, presenteeism, where employees come to work but operate at suboptimal levels due to illness, can also be costly. Supporting mental health can reduce these occurrences by addressing issues before they require time off or significantly impact performance.
3. Improved employee retention: Supportive management practices around mental health can improve employee retention rates. Employees often feel more loyalty and satisfaction in a workplace that cares about their wellbeing. As a result, they are less likely to seek employment elsewhere.
4. Positive workplace culture: A culture that values mental health attracts talent, promotes openness and encourages collaboration. When supportive, managers set a tone that helps cultivate a positive work environment.
5. It’s the right thing to do: Promoting a healthy work environment supports the overall wellbeing of the workforce. It also aligns with ethical standards and legal responsibilities, ensuring a supportive, inclusive and productive workplace for all employees.

Consequences of not supporting mental health

Overlooking employee mental health carries significant repercussions that can undermine the foundational elements of a successful organization:

1. Reduced team morale + cohesion: Neglecting mental health issues can erode team morale and trust in management. This can result in a less cohesive team environment, making it challenging to foster teamwork and collaboration.
2. Loss of talent: Failure to support mental health can lead to a higher turnover rate. Skilled employees may leave for organizations with better support structures, leading to talent gaps and increased recruitment costs.
3. Increased health costs: Ignoring mental health issues can lead to exacerbated health problems that often result in higher medical expenses for both employees and employers due to more frequent use of healthcare resources.
4. Potential legal repercussions: Organizations that fail to meet their legal obligations concerning employee health and safety, including mental health, may risk lawsuits, fines, and reputational damage.
5. Diminished reputation: Companies known for poor mental health support may find it challenging to attract high-quality candidates. Current employees may share their negative experiences, impacting the organization’s public image and employer brand.

Best practices for managers to support employee mental health

Managers with the right tools, training and support can effectively contribute to a healthier workplace culture, ensuring sustainable business success and employee wellbeing.

Here are 5 best practices for managers to support employee mental health:

1. Foster an open environment: Encourage open conversations about mental health to reduce stigma. Managers should lead by example, showing vulnerability and openness about wellbeing topics.
2. Regular check-ins: Implement regular one-on-one check-ins to discuss work-related issues and gauge employee wellbeing. These sessions should be conducted in a private and supportive setting.
3. Recognize the signs: Train managers to recognize signs of stress and mental distress. Symptoms may include changes in productivity, mood or social withdrawal. Early identification can lead to supportive interventions.
4. Promote work/life balance: Managers should encourage employees to maintain a healthy work/life balance by setting realistic goals with clearly defined work hours and availability expectations.
5. Provide resources + support: Make information about mental health resources and company-provided support easily accessible. This includes details about counseling services, mental health days and any wellness programs.

Free + economical mental health training options

Mental health first aid courses: Offered by various organizations, mental health first aid courses train individuals to identify, understand and respond to signs of mental illnesses and substance use disorders. Mental Health First Aid from the National Council for Mental Wellbeing provides a database of free and low-cost training options.

YouTube wellness channels: Channels like PsychHub offer free videos that provide insights into mental health awareness and management strategies.

Activities for supporting mental health

Mindfulness sessions: Start meetings with one-minute mindfulness exercises to help center the team and reduce anxiety.

Workshops + seminars: Organize workshops on stress management, resilience building and healthy work habits. These can be conducted as peer-sharing sessions or facilitated through external learning partners like Electives. 

Health + wellness challenges: Encourage participation in activities that promote mental and physical health, such as virtual fitness and wellness challenges.

Employee resource groups (ERGs): Support or establish ERGs focusing on mental health. These groups provide a peer support network that can offer empathy and shared experiences within the workplace.

Leveraging external learning providers to support mental health

Partnering with external providers like Electives can be invaluable for organizations looking to provide comprehensive, engaging learning opportunities focused on mental health. 

Benefits of working with Electives include:

Live learning sessions: Unlike pre-recorded content, live sessions offer real-time interaction and engagement with experienced instructors who bring practical, real-life insights.

Diverse learning opportunities: Electives curates instructors and content across a long list of topics, including mental health, wellbeing, resilience and more. All training from Electives can be tailored to different learning needs and professional backgrounds.

Immediate availability: Electives classes are readily available, allowing organizations to quickly implement mental health initiatives as part of employee development programs.

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