The tools and techniques needed for line managers to deliver mental wellbeing support
A staggering nine in every ten of us have either experienced a mental health challenge directly or known someone who has, according to a study by Accenture.
Despite its prevalence, only half of those who had experienced mental health challenges had informed their manager.
Managers, however, can play a key role in these situations by giving their teams the right support while reassuring employees that they can open up about their health.
So, it makes sense to provide the tools and techniques for line managers to deliver support in the workplace.
Expectation to offer wellbeing support
In the workplace today, employees increasingly expect their employer to offer support for their mental and physical wellbeing.
UK businesses have on average seen a rise in sick leave, with 55% more days lost in the last four years due to short and long-term illness, according to the IFA Magazine.
Often, line managers are crucial to promoting a preventative and positive health and wellbeing culture but may lack the confidence or training to respond to an unprecedented rise in employee sickness levels.
A third of all employees said their managers failed to recognise the impact they had on their team’s mental health and wellbeing, according to a study by the Workforce Institute at UKG.
Seven out of ten said they would like their company and manager to do more to support their mental health.
The same study found that managers impact employees’ mental health more than doctors or therapists and even the same as a spouse or partner – highlighting the importance for managers to support employee health and wellbeing.
Timely intervention can help avoid a crisis
As a starting point, it’s essential line managers understand their key role in people’s health and wellbeing – and the importance of soft skills.
This can help to ensure the culture is supportive and compassionate between line managers and their teams.
Of course, training and development on practical elements of line management is also necessary, as this can help managers identify the initial signs of stress or burnout – which may also relate to other developing health issues.
Timely intervention can help to avoid a crisis point. In addition to training, a range of available resources can help to enable them to provide the optimum level of support to aid their teams – such as wellness initiatives or access to mental health services.
Dedicated resources for line managers
Bupa has a range of dedicated resources for line managers, including toolkits on a variety of topics, as well as guides to support employees, covering addictive behaviours, fertility, and men’s health.
The target is to reach 1.5 million line managers and 500,000 HR professionals in the next three years.
As line managers are often first responders, the resources aim to help managers support employees to create a healthier and happier workforce and therefore more productive teams.
To access the range of support available for line managersand employees,visit our Workplace Wellbeing Hub.
In partnership with Bupa
Bupa's purpose is helping people live longer, healthier, happier lives and making a better world.
