Research suggests that 82% of managers are labelled ‘accidental managers’ and may lack formal training to help them manage their people’s development and emotional wellbeing. Employees are increasingly looking for effective managers that can support their wellbeing as well as their performance and workload. Effective management skills such as empathy and active listening are key to employee retention, productivity and wellbeing.
Less than half (43%) of UK employees feel their manager is there for wellbeing support. It can be challenging to build and maintain manager-employee relationships, but improving these dynamics will create a happier, healthier workforce.
Regular manager training is key
A CIPD report found that the biggest challenge for employee wellbeing within organisations is a lack of line manager skills to support wellbeing. With only 1 in 3 organisations providing guidance or training for line manager support, this is a challenge for businesses.
Mental health absences now cost UK businesses £19.5bn each year, so this one area where manager support is vital. If employees are lacking emotional support this can lead to greater strain on mental health and result in longer, or more frequent mental health absences. Investing in training for managers is not limited to professional support. It can be a useful tool to assist with managing emotional needs for employees. By looking out for employee wellbeing, managers are far more likely to notice signs of poor mental health and improve relationships.
Build trust with your employees
Getting to know employees, building manager-employee relationships and discussing communication styles is now considered part of the role of the manager. Building these relationships allows managers to see changes in employee mood and behaviour to better understand how and when to open up confidential conversations about mental health and wellbeing.
One thing that managers can practise to build trust with employees is role modelling the behaviour that they would want to see. This includes not working outside of working hours, openly discussing their own health and wellbeing and taking time off where needed for their own physical and mental health.
Put wellbeing before performance
It can be common for managers to focus on shifts in performance and productivity. Instead of seeing this as a negative reflection of their role, this should be regarded as a secondary effect to a shift in health and wellbeing. If a colleague’s output has suddenly changed, instead of adding more stress or pressure, tackling the root of the issue is the most effective way to see a change.
There is no expectation of being able to ‘fix’ any health problems, but knowing that listening, empathy and support are available in the workplace is the first step towards building manager-employee relationships.
Mirror management style with company culture
A company’s goals and corporate social responsibility (CSR) can help boost employee retention, morale and productivity. Finding employees that have matching values creates a sense of belonging in the workplace that creates a shared common goal. Having a positive culture results in improved employee mental health, fewer absences and better employee retention.
85% of UK employees feel there’s a link between workplace culture and their wellbeing. An open culture helps employers understand what their people need to feel happier and more productive at work. It could be that values of openness and honesty are reflected by the company culture through regular 1-1’s that give employees the chance to discuss projects, targets or their wellbeing, as well as keeping up-to-date with the team.
Create community in the workplace
With 11% of UK employees always feeling lonely at work, taking a social approach to create community within the workplace is vital to avoiding isolation and build relationships. This can mean integrating wellbeing into departmental events or regular team meetings, creating new communities within workplaces such as a running club or having non-work-related chats within the team about hobbies, interests or activities.
It’s important to recognise different preferences in communication styles and ways that workplaces can create a culture that supports mental health and wellbeing. One approach may not work for all employees. Online meetings, optional in-person events or volunteering days give employees the opportunity to choose what they are most comfortable with and prioritise their individual wellbeing.
Communicate policy changes within the business
Any wellbeing policies you have in place should be updated and shared within your company, filtering through HR, managers and employees. Make sure that these are understood and discussed, encouraging open conversations on areas of concern and answering any questions.
Communication styles may differ between teams or employees, so ensure that there are various methods used to share information on company policy. This could include emails, in-person conversations, workshops or webinars.
Try our free CPD-accredited Managers and Wellbeing course
If you’re looking for a more in-depth guide on the role of a manager and building connection in the workplace, our Managers and Wellbeing course covers the latest research, plus advice from our in-house experts to help you make the case for investing in manager and employee wellbeing. The course also helps to show the importance of building supportive relationships and demonstrate their value in your business.
