People managers have an increasingly nuanced role in the workplace, often being expected to lead high-performing teams while supporting employee wellbeing and performing their own duties. The supportive aspect of the line manager’s role is growing, with wellbeing now being at the top of the agenda for many businesses.
Better wellbeing has been shown to improve numerous business metrics, and proper support can help to reduce absences while driving engagement and productivity. But how can managers balance their responsibilities and gain the skills needed to offer this wellbeing support?
Why managers are vital to wellbeing support
More than ever, employers are taking responsibility for the health of their people. Initiatives such as health cash plans, employee assistance programmes (EAPs) and Mental Health First Aid are commonly offered to help workers look after their wellbeing.
While this type of support is a great first step, businesses often underestimate the important link between employees and their wellbeing programme: their manager.
Managers are often the main communication channel between employees and leaders. They influence the workplace’s culture and help to build habits (ideally, healthy ones).
Managers are also usually the first point of contact for colleagues in an organisation. This makes them best positioned to listen to feedback, start conversations and drive engagement with health and wellbeing. Despite this, as many as 82% of managers are ‘accidental managers’, who may lack the training or experience to discuss tough topics such as stress, illness and mental health.
Some common challenges for managers
Each manager will have their own strengths when it comes to supporting their people, but there are some common areas of expertise that help make wellbeing support more effective.
Mental health support is on area that managers feel increasingly responsible for. Skills to build on might include:
- How to start a mental health conversation
- Empathetic listening
- Role modelling
- Coaching conversations
- Signposting to further support
For HR professionals, strong communication with managers in your organisation is vital. Whether it’s wellbeing policies, people management or looking after their own health, managers will need clear guidance so they feel confident to support their team. Being able to spot the signs of poor wellbeing and provide early intervention is the best way to prevent long-term sickness absence.
How to upskill managers in your organisation
HR teams can make a real impact on business performance if they understand the challenges that managers face. This might be through learning and development opportunities, engagement activities or policymaking.
Our new free CPD-accredited course on Managers and Wellbeing can help you make sense of latest research into managers impact employee wellbeing, satisfaction and productivity. It also explore how you can encourage managers to foster connection between leaders and employees, giving you insights into the types of health support your people really need.
Managers and Wellbeing CPD Course
The course also includes free templates and guides that managers can use to start difficult conversations and signpost to further support — increasing uptake with the wellbeing initiatives you’ve invested in.
For more on managers in the workplace, try our blog on management styles or join our webinar on the modern manager.