Managers play a critical role in workplace well-being. Employees often turn to their immediate supervisor first when facing challenges, making managers an important point of support. However, many managers worry about overstepping boundaries or being expected to “fix” personal issues.
Effective support does not require counselling skills. It requires awareness, empathy, and clarity around one’s role.
The Manager’s Role in Well-Being
Managers are not responsible for diagnosing or treating mental health conditions. Their role is to:
- Notice changes in behaviour or performance
- Create safe opportunities for conversation
- Respond respectfully and consistently
- Connect employees to appropriate support
This approach helps employees feel supported without placing unrealistic expectations on managers.
Having the First Conversation
When concerns arise, early and private conversations can make a significant difference. Starting with observable facts — such as changes in attendance, engagement, or workload management — keeps the discussion neutral and professional.
Open-ended questions like “How have things been going for you recently?” allow employees to share at their own pace. The goal is to listen, not to interrogate.
Responding With Empathy and Boundaries
When an employee shares a concern, acknowledging their experience helps build trust. Managers do not need to offer solutions immediately. Instead, they can focus on understanding what support might be helpful and what adjustments may be reasonable.
Maintaining clear boundaries ensures that managers remain supportive without taking on the role of therapist.
Building Confidence Through Structure
Training approaches such as Psychological First Aid provide managers with simple, structured guidance for responding to distress. When managers understand what to do — and what not to do — they feel more confident supporting their teams while protecting their own well-being.
