In today’s work environment, where stress levels are high and uncertainty is the norm, the role of managers in supporting employee wellbeing is critical. It’s no longer enough to have a few token wellbeing initiatives in place – what really matters is the day-to-day impact that managers have on their teams. Whether it’s managing workloads, creating a positive work environment, or being a supportive presence, managers make or break employee wellbeing.
Why Managers Matter
We often hear that people leave managers, not companies. This is backed up by research showing that
managers account for at least 70% of the variance in employee engagement scores, which directly ties into overall wellbeing. When managers are attentive, supportive, and skilled in people management, employees are more likely to feel engaged, motivated, and happy at work. On the flip side, poor management can lead to stress, burnout, and ultimately, high turnover.
The Cost of Getting it Wrong
Poor management can have significant repercussions. According to the CIPD’s Health and Wellbeing at Work Survey 2023, three-quarters of organisations reported that stress-related absence has increased due to poor management practices and heavy workload. This not only impacts employee wellbeing but also leads to higher absenteeism, decreased productivity, and ultimately, higher employee turnover. This highlights how crucial it is for managers to be equipped with the right skills, behaviours, and tools to encourage a healthy work environment.
Manager Behaviours that Make a Difference
So, what can managers do to ensure they’re contributing positively to their team’s wellbeing? Here are some key behaviours that really make a difference:
1. Build trust: Benevolence is at the heart of trust within a team. Managers should show genuine care and concern for their team members’ wellbeing. This means listening actively, providing support when needed, and being someone the team can rely on in challenging times.
2. Set clear expectations: Nothing creates stress like not knowing what’s expected of you. Managers should make sure their team members know exactly what’s needed from them and how their work fits into the bigger picture. Clarity reduces anxiety and helps everyone stay on track.
3. Keep an eye on workloads: Burnout can come from people taking on too much for too long. It’s important for managers to keep tabs on how much their team is handling and step in to adjust things when it’s getting overwhelming. It’s about finding the right balance.
4. Make decisions promptly: Indecision breeds uncertainty and stress. Even if a decision isn’t perfect, making it quickly and keeping things moving is better than leaving the team in limbo. This helps reduce uncertainty and keeps the momentum going.
5. Encourage autonomy: People thrive when they have some control over their work. Giving employees flexibility in how they manage their time or where they do their work can boost their wellbeing and engagement. It’s about empowering them to take ownership.
6. Show genuine care: Finally, it’s about genuinely caring for your team as people, not just workers. When managers take the time to understand and support their team members in all aspects of their lives, it makes a world of difference in how valued and engaged they feel.
Embedding Manager Behaviour in your Wellbeing Strategy
To truly embed wellbeing into your organisation, it’s essential to make manager behaviour a core part of your wellbeing strategy. Start by clearly communicating the behaviours you expect from your managers. Equip them with the skills and tools they need to succeed, and don’t forget to look after their wellbeing too—it’s a tough job. After all, people make or break a business, and managers make or break people.
Introducing the Nurture Programme
To support managers in these critical areas, we offer the Nurture Programme. This programme provides wellbeing and mental health training that sits on top of other manager or leader skills training, ensuring that all levels of leadership are equipped to enable a healthy work environment. The Nurture Programme covers everything from the foundations of wellbeing and mental health awareness to practical wellbeing practices that managers can implement with their teams.
Looking Ahead
This blog touches on some important ways that managers can influence employee wellbeing, but there’s much more to consider. In the coming months, we’ll be
sharing additional insights and tools to help you incorporate wellbeing into your development programs. Keep an eye out for new resources and models designed to enhance the way your organisation supports its people in creating a healthier workplace.
About the Author
Louise Puddifoot is the founder of Willow & Puddifoot, a training provider for those seeking transformative learning and development experiences. With a vibrant learning and development career spanning over two decades, Louise’s expertise lies in leadership and management development. She is passionate about enabling potential and catalysing growth in individuals and businesses alike.