The Business Case for Investing in Manager Mental Health and Wellbeing
Managers play a pivotal role in shaping workplace culture, guiding employees through challenges and creating an environment where individuals feel valued and heard. Their influence extends beyond team dynamics and has a measurable impact on productivity, talent retention and overall business performance.
But today’s managers are struggling to thrive. Increasing workloads, the rapid adoption of emerging technologies and the complexities of managing hybrid or distributed teams make their roles more demanding than ever. Many feel ill-equipped to balance these responsibilities while also supporting their teams and maintaining their own mental health.
Investing in managers is investing in company performance
Investing in manager support isn’t just a nice-to-have—it’s a necessity in today’s workplace. Consider that:
Managers account for 70% of the variance in team employee engagement
Having a supportive manager more than doubles employee retention
Managers have just as much of an impact on people’s mental health as their spouse—69%
The ROI is clear. An investment in managers is an investment in culture, wellbeing and productivity—and ultimately the future of the company.
The key to effective leadership is more than expertise or experience
Effective leadership requires more than just technical expertise. The most successful leaders possess emotional intelligence, strong communication skills and the ability to navigate complex team dynamics.
Mental health training is essential in building resilient teams
When mental health challenges or emotional distress are left unaddressed in the workplace, everyone suffers. To create a culture that fully supports mental health and wellbeing, employers must offer opportunities for leaders to be educated on mental health. Managers who are trained to identify early warning signs of mental health issues can help serve as a first line of defense. As leaders, they can help connect employees with available resources and tools in a supportive and appropriate way.
Beyond general mental health first aid training, employers can collaborate with their EAP provider to offer targeted sessions on key topics like employee motivation and recognition, burnout prevention and fostering a psychologically safe work environment. Experienced mental health professionals can help incorporate real-life case studies, group discussions and hands-on activities to allow managers to practice what they’ve learned in training before applying it in the workplace.
They can also help maximize the impact of training by aligning offerings with existing internal programs rather than offering repetitive or disconnected sessions. For example, if your company already offers a mentorship program, leadership training can be integrated into that structure to enhance effectiveness without overloading managers with too many separate commitments.
Equally important, managers should be informed about any updates or enhancements to mental health and wellbeing resources, ensuring they can effectively support their teams.
Integrate manager training into organizational policies
Managers need support year-round. Continuous learning opportunities, such as leadership coaching and periodic refresher courses, ensure managers have dedicated time to develop new skills and pause to focus on their own performance. Regular training also helps managers stay ahead of emerging challenges by proactively addressing team wellbeing rather than reactively responding to issues.
Don’t overlook manager mental health and wellbeing
While much attention is given to employee mental health, it’s equally important to recognize the pressures managers face. Many managers struggle with high levels of stress, burnout and compassion fatigue while balancing business goals with employee support. Focusing on manager mental health isn’t just beneficial to them—it strengthens the entire workforce.
Provide convenient access to relevant resources and tools
Managers need access to mental health support that is relevant to their role and the unique challenges they face. Training is one resource, but there are many others. Employers can also work with their EAP providers to implement management consultations, which allow managers to receive expert guidance and support for managing difficult workplace situations and aiding employees in need. Consultations can take a great deal of stress and pressure off managers who are already faced with many responsibilities.
Resources like CuraLinc’s Supervisor Connect empower managers to develop and build upon the essential skills, confidence and resources they need to lead high-performing teams. Unlike traditional virtual or in-person group training, Supervisor Connect begins with a simple assessment that analyzes a manager’s experience and needs. Then, managers receive tailored resources and personalized leadership coaching for personal and professional development. This personalized support can be accessed on the go, providing more flexibility.
Champion small ideas and interventions
Managers have no shortage of responsibilities. Employers can also work with their EAP providers to encourage and communicate bite-sized actions in support of mental health, such as ensuring they take breaks each day. It may seem like a small action, but it can make a big difference. Furthermore, employees take notice of these actions and also feel more comfortable taking breaks in support of their own mental health.
Address confidentiality and inclusivity
One of the biggest barriers to manager participation in mental health support programs is concerns about confidentiality. Many managers worry that seeking help—whether through an EAP or leadership coaching—may be perceived as a weakness or affect their career trajectory at the company. Organizations must address this by clearly communicating confidentiality policies and ensuring that managers understand their access to resources is both private and encouraged.
Better support, stronger leadership, lasting impact
Investing in comprehensive support for managers is about more than leadership training or development initiatives. It’s about fostering a healthier, more engaged workforce. When managers have the tools to support their own mental health and lead effectively, the entire company benefits.
Additional resources
Coffee with CuraLinc episode - Four Ways EAPs Equip Managers for Success