Embracing Wellbeing Conversations: The Evolving Role of Line Managers in Today’s Workplace
Why are Line Managers important to our Wellbeing?
Deloitte stated in 2022 that the workplace mental health costs to UK employers was £56 billion a year, with 61% of UK employees leaving or planning to leave their job in the next 12 months citing poor mental health as a factor*. This really isn’t surprising when the average person spends one third of their life at work, it is inevitable that all of that time affects our mental health. Line managers serve as the bridge between employees and upper management, playing a pivotal role in creating a positive workplace culture. As the first point of contact for many employees, they are well-positioned to notice changes in behaviour and performance that may indicate underlying mental health challenges.
The ability of the line manager to respond appropriately is crucial for both the wellbeing of the individual and the overall health of the team. Creating space during one to ones where your employees can be open and honest on how they are feeling in and outside of the workplace allows a better understanding of where your employees are and if they may need additional support.
Addressing Mental Health for Enhanced Productivity
A workforce that prioritises mental health is a more productive and engaged workforce. Forbes have just released an article* that highlights big names that prioritise mental wellbeing as being at the forefront when it comes to providing capacity to go above and beyond significantly impacting the company’s revenue and growth. Line managers who can navigate wellbeing conversations with empathy and understanding contribute to employee satisfaction and retention.
Burnout is often used now as a term for exhaustion, stress and anxiety but as a society there is still a stigma for taking time off with stress than there is with diarrhoea, isn’t that a thought?
Addressing mental health concerns promptly can prevent issues from escalating, ultimately benefiting both the individual and the organisation. At SkillBase First Aid we provide a free of charge Wellness Action Plan template (you can get yours below), which can be used in a one to one to outline what supports a person’s mental health in the workplace as well as what diminishes it, empowering the individuals to take ownership of their wellbeing and also provides the manager with awareness.
I recently had my Wellness Action Plan and it made me realise that as much as I love the flexibility of working from home, I need quality engagement with colleagues, customers and prospects to feel motivated. I am very much the same person at work as I am at home, a social doer who needs feeding from positive connections.
The Role of Training in Equipping Line Managers
Recognising the evolving nature of their responsibilities, organisations are increasingly investing in training programs to equip line managers with the skills needed to handle wellbeing conversations effectively. Training covers areas such as active listening, empathy, and understanding of the available resources for mental health support within the organisation. Well-prepared line managers not only foster a supportive workplace but also contribute to destigmatising mental health challenges by demonstrating that these conversations are welcomed and handled with professionalism. What is imperative is that the line managers are supported all the way from the top so the supportive culture isn’t siloed but embraced by the whole business. A bit like a giant hug!
Building a Supportive Work Environment
In conclusion, as the stigma around mental health decreases, line managers are increasingly finding themselves at the forefront of wellbeing conversations. Their ability to respond correctly to these discussions is crucial for encouraging a positive workplace culture and supporting the mental health of their team members. Investing in training for line managers is not only a proactive step towards employee wellbeing but also a strategic move for organisations aiming to create a healthy and productive work environment.
If you’d like a copy of our Wellness Action Plan template for your next one-on-one, click here for more information and free download!
*References
1 . Poor mental health costs UK employers £51 billion a year for employees | Deloitte UK
Written by Tanya Wyles ✨
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