Turn “accidental managers” into your biggest asset
Wellbeing support is increasingly part of managerial responsibilities. But newly-promoted managers aren’t always equipped for this aspect of their role. For Vicki Cockman, MHFA England’s Director of Training and Consultancy, manager mental health training is the best way to bridge that gap.
Research by the Chartered Management Institute shows that 82% of managers start their role without any formal leadership or management training. Across sectors, these “accidental managers” are finding themselves with responsibilities they’re not fully prepared for – but their teams need them from day one.
Managers need the capability to build psychologically safe environments, the confidence to have courageous conversations, and the knowledge to support wellbeing and performance effectively. Without the right training, would they recognise the first signs of burnout in a direct report? Or know how to support a team member feeling overwhelmed by grief?
Where others might see a problem, I see an opportunity. Our work with over 20,000 organisations has taught me that equipping managers for every area of their role doesn’t have to mean expensive away-days or taking managers away from their teams. Mental Health Knowledge for Managers is built around exactly that – flexible, self-directed learning that fits around the working day. And the employers who get it right see a measurable return on their investment.
Confident managers build confident teams
Accidental managers promoted based on high performance or subject expertise can feel less confident about handling the people management aspects of their role. We’re asking them to hold a wide range of responsibilities as a manager, including spotting the early signs of poor mental health and opening up sensitive conversations when they do – and often, without giving them the tools to do that well.
Managers shape the day-to-day experience of work more than most people realise. Nearly 70% of people say their manager affects their mental health as much as their partner – more than their doctor (51%) or therapist (41%) (UKG, 2023). That level of influence means the rewards of investing in managers are exponential.
If a team member doesn’t seem themselves, their manager is often the first to notice – and is also the best person to act. But fear of saying the wrong thing, or making the situation worse, might stop a newly promoted or accidental manager from approaching a conversation with them. That’s a missed opportunity – not through lack of care, but lack of preparation. Left without support, that employee could lose motivation, and their performance could suffer. They might need to take time away from work, and in extreme cases, even decide to leave.
Giving managers targeted mental health training, like Mental Health Knowledge for Managers, means they have the knowledge and confidence to support their teams from the start. The course closes knowledge gaps that matter most for managers, equipping them with the skills to ask the right questions and act with confidence.
Managers who have a good understanding of mental health feel more confident to take preventative action. According to the CIPD, 73% of organisations that provide mental health training to their managers report that their managers feel confident having sensitive conversations (CIPD, 2025). In my experience, the managers who make the biggest difference are simply the ones who've been given the tools to act. I've worked with organisations where completing Mental Health Knowledge for Managers has visibly shifted how managers show up for their teams – asking better questions, having conversations they'd previously avoided, and catching things early that might otherwise have gone unnoticed for months.
The sooner managers are equipped, the better. For employers, that means productive, engaged teams – and fewer absences.
Return on investment
Research by Deloitte found that employers see an average return of £4.70 for every £1 spent on staff wellbeing, and investing in manager training is one of the most direct ways to get there.
Time and again, I’ve seen organisations report improvements in employee wellbeing scores within months of investing in manager mental health training. When managers are confident talking about mental health, they build a culture of trust that their teams carry with them into every area of their workplace.
Employers value the practical focus of Mental Health Knowledge for Managers. The training gives managers skills and techniques they can apply to real-world situations, as they learn. Newly-promoted managers, with so many competing demands on their time, appreciate the flexibility of the course. The training is broken down into modules, so managers can fit them in around the rest of their schedule. There’s no need for days away from the office – managers can learn and still be available for their teams and refer back to the learning easily when they need it.
Workplace mental health can be layered and complex, but it doesn’t have to be daunting, even for managers who never expected to find themselves in a people management role. MHFA England’s work has shown me that the right foundations make all the difference. Invest in your managers. Give them the tools to show up confidently for their teams – and watch them become one of the best assets for your business.