Why line managers are key to effective mental health benefits
Mental health has been moving up the corporate wellbeing agenda since before the Covid-19 pandemic, but challenges from remote working and the cost-of-living crisis are forcing employers to take it more seriously.
Homeworking during lockdown had an impact on people’s mental health, with the Royal Society for Public Health highlighting that 67% felt less connected to their colleagues and 56% found it harder to switch off from work.
A recent poll by the charity Mind found that the mental health of nearly eight in 10 Britons has been affected by the cost-of-living crisis.
The cost of lost working days due to poor mental health is huge. The latest modelling by AXA UK and Centre of Economic and Business Research shows work-related stress and burnout is costing the UK economy £28bn a year and resulting in 23.3m sick days a year.
Growing concerns about mental health in the workplace are compounded by changes to how people are working. Remote and hybrid working are commonplace, making it more difficult for firms to spot the signs of mental health issues.
Prevention is fundamental and supporting employees before a problem escalates into something more serious is the best approach. Line managers have a key role to play and need to be trained to support employee mental health.
First line of defence
Line managers are the first line of defence when it comes to supporting employees as they know their teams best. They can also spot changes in behaviour.
However the challenge for many line managers is they are often promoted to the role because they are good at their jobs, but may lack people and management skills, including how to recognise that someone is showing signs of poor mental wellbeing.
Talking to people about their mental health needs to done carefully so people feel comfortable and able to open up about. Line managers need to be taught these skills and how to approach conversations around mental wellbeing sensitively.
Knowing company policy
It’s also important to check that line managers fully understand company policies around absenteeism and what is and isn’t acceptable. This includes tracking sick leave and always doing return to work interviews. These can reveal the early signs that someone is stressed with work or something else is going on in their lives.
Also, line managers are often unaware of what support is available, so part of their training should be to go through all the benefits that employees have access to, such as employee assistance programmes that offer counselling services.
Training should be ongoing and done regularly, such as every couple of years, to ensure line managers are up-to-date on latest techniques and tools available, as well as any new benefits or changes to what the firm has available to support people’s mental wellbeing.
Investing in training
Some larger organisations, like Howden, have invested in a line manager management academy which managers attend a few times a year. This is a good option not only for the training, but as an opportunity to network with other managers.
The learning from these sessions is continued throughout the year with peer-to-peer coaching and activities that enable managers to apply their learning in the business.
Companies could also consider introducing mental health first aiders and wellbeing champions. These could be line managers, but could also be other interested employees.
With mental health issues a growing concern for organisations, having line managers trained in recognising the signs of poor mental wellbeing and able to direct people to appropriate support is essential.
Solutions may be as simple as easing someone’s workload or helping them achieve a better work life balance. But for some employees more serious interventions may be needed such as counselling or medical support.
An investment, not a cost
Investing in line manager training can prevent the organisation facing bigger issues in the longer term such as rising absenteeism, low productivity and performance and people leaving the organisation, all of which have financial implications. It also shows they are a caring and supportive organisation that values their workforce.
Howden Employee Benefits & Wellbeing can help organisations design a wellbeing strategy that includes supporting mental wellbeing, plus recommend training for line managers and source providers. Howden also offers free resources, including a Top Tips for Improving Your Mental Health guide that could be shared with employees. For more information, click here.
Supplied by REBA Associate Member, Howden Employee Benefits
Howden provides insurance broking, risk management and claims consulting services, globally. We work with clients of all sizes to provide dedicated employee benefits & wellbeing consultancy.
