Managers have never been expected to juggle so much.
They’re balancing performance targets, supporting hybrid teams, managing difficult conversations, handling sickness absence, and trying to look after their own wellbeing at the same time.
Yet many managers tell me the same thing:
“I’m not a mental health expert. I just don’t want to say the wrong thing.”
The good news is, you don’t need to be a counsellor or psychologist to support your team well.
You simply need the confidence, knowledge and practical skills to recognise when someone might be struggling and know how to respond appropriately.
Mental health training for managers is essential. That’s exactly what the Mental Health Skills for Managers course from MHFA England® is designed to do.
Why managers matter
Research consistently shows that a manager can have a significant impact on an employee’s wellbeing.
A supportive manager can help people feel psychologically safe, engaged and motivated. On the other hand, poor management can increase stress, reduce morale and contribute to sickness absence and staff turnover.
Managers are often the first people to notice when something isn’t quite right. They don’t need to diagnose a mental health condition, but they do need the confidence to start supportive conversations and know where to signpost people for further help.
Five practical things every manager can do today
Whether you’re leading a team of five or five hundred, these simple actions can make a real difference.
1. Notice changes, not just performance
Most people don’t suddenly announce they’re struggling.
Instead, look for changes.
Has someone become quieter than usual?
Are they missing deadlines when they’re normally organised?
Have they stopped contributing in meetings or become unusually irritable?
Looking for changes in behaviour rather than making assumptions helps you respond with curiosity rather than judgement.
Ask yourself:
“What has changed?”
Not:
“What’s wrong with them?”
2. Ask open questions
Many managers worry they’ll make things worse by asking about mental health.
In reality, a genuine conversation can often be the first step towards someone getting the support they need.
Instead of asking:
“You’re okay, aren’t you?”
Try:
- “How have things been for you recently?”
- “I’ve noticed you seem a little quieter than usual. How are things?”
- “Is there anything affecting work that you’d like to talk about?”
The goal isn’t to fix the problem.
It’s to create a safe space for someone to talk.
3. Listen to understand
When someone shares that they’re struggling, our instinct is often to jump straight into problem-solving.
Sometimes the most helpful thing you can do is simply listen.
Avoid interrupting.
Don’t comparing their experience with someone else’s.
Refrain from immediately offering solutions.
Instead:
- Give them your full attention.
- Acknowledge how they’re feeling.
- Ask what support would be helpful.
People often remember how you made them feel long after they’ve forgotten exactly what you said.
4. Know your role
Managers play an important role, but it’s equally important to recognise the boundaries of that role.
You’re there to:
- Notice.
- Start a conversation.
- Offer support.
- Signpost to appropriate help.
You’re not expected to diagnose mental health conditions or become someone’s therapist.
Having clear workplace policies, referral pathways and access to occupational health or employee assistance programmes helps managers feel confident about what happens next.
5. Make wellbeing part of everyday conversations
Mental health shouldn’t only be discussed when someone reaches crisis point.
Regular one-to-ones are a great opportunity to check in.
Simple questions such as:
- “How’s your workload feeling?”
- “What’s energising you at work at the moment?”
- “Is there anything making work more difficult?”
help normalise conversations about wellbeing before problems escalate.
What managers tell me after training
One of the biggest pieces of feedback I hear is:
“I finally feel confident having these conversations.”
Managers leave with practical tools they can use immediately, including how to:
- recognise early signs of poor mental health
- have supportive conversations with confidence
- respond appropriately without overstepping professional boundaries
- understand reasonable adjustments
- support psychologically safe teams
- reduce stigma within the workplace
The training is practical, interactive and designed around real workplace scenarios, so managers leave feeling equipped rather than overwhelmed.
Investing in managers is investing in your people
When managers feel confident, employees are more likely to seek support early, difficult conversations become easier, and workplaces become healthier, more productive and more compassionate.
Mental health is no longer just an HR issue—it’s a leadership skill.
Developing confident, compassionate managers benefits individuals, teams and the organisation as a whole.
Looking for Mental Health Skills for Managers training in Yorkshire?
Based in Yorkshire, I deliver MHFA England® Mental Health Skills for Managers training for organisations across Leeds, Bradford, Huddersfield, Halifax, Sheffield, York and throughout the UK.
Whether you’re looking to develop new managers or strengthen the confidence of experienced leaders, I’d be happy to discuss how the training can support your organisation.
Ready to invest in your managers?
Get in touch to discuss your training needs or explore how Mental Health Skills for Managers can help create healthier, more confident workplaces.