Managers want to support mental health – but many don’t feel equipped

Managers want to support their teams  

Managers are often the first people employees turn to when they’re struggling. And most managers want to support the wellbeing of their teams. But many managers are being asked to have conversations about mental health without the confidence, support, or practical tools to do so. 

That gap between intention and confidence matters. Only 55% of managers say they feel confident measuring psychological safety within their team, while 34% of employees want their manager to actively role-model a positive mental health culture. For employers, this is a chance to step in, bridge the gap, and create a workplace culture that allows employees to thrive in their roles. Accessible, practical learning for managers can play an important part in helping organisations achieve this.

Why this matters now 

Awareness around workplace mental health has grown significantly in recent years. The next challenge is turning that awareness into consistent management capability. Naturally, expectations on employers are continuing to grow too. 

Legislation such as the Employment Rights Act is increasing focus on employer responsibility around working conditions and employee wellbeing. This gives organisations an opportunity to take a more proactive approach to supporting their people and therefore strengthening their workplace culture.  

Meanwhile, initiatives like the Keep Britain Working Review are reinforcing the link between workplace health, productivity, and economic participation. As workplace wellbeing and organisational performance become more visibly connected, there’s potential for managers to play an important role in this.    

Building confidence and capability consistently 

The challenge for many employers is how to build manager confidence consistently across teams. This can be especially tricky in large, hybrid, or fast-paced working environments. 

Digital learning can make a real difference for organisations that need a practical approach adapting to operational pressures, while still creating meaningful learning opportunities for managers. 

Flexible, self-directed learning also makes it easier for managers across a range of environments to learn in a way that works around their existing workloads and responsibilities. 

Mental Health Knowledge for Managers has been designed in exactly this way.   

Why accessible digital learning works 

Key features of the course includes: 

• Seven practical modules covering topics such as workplace stress, psychological safety, inequality, reasonable adjustments, and conversations about mental health at work
• Self-directed digital learning that can be completed in around three hours
• Flexible learning that allows managers to complete the learning at their own pace, making it easier to fit development into the working day without taking entire teams away from the business at the same time
• Accessibility across mobile, tablet and desktop devices
• Designed for managers at every level, including hybrid, remote, and frontline teams 

A practical first step for organisations 

Digital learning alone isn’t the complete answer. But it can be an important first step in helping organisations build a more consistent approach to manager capability and workplace mental health. 

When managers feel more confident having conversations about mental health and supporting healthy ways of working, it creates workplace cultures where people can thrive together. 

For employers looking to strengthen manager capability in a practical and scalable way, accessible digital learning is a strong place to start.