Managers play a pivotal role in shaping workplace culture and supporting employee well-being. Yet in Singapore, managers often face high stress themselves while being expected to lead teams, manage performance, and address mental health concerns. According to the 2023 Singapore Human Capital Report, 54% of managers reported feeling significant work-related stress, compared with 47% of non-managerial staff, highlighting the dual burden they carry.
Why Managers Need Support
Managers are the first point of contact for employees experiencing stress, burnout, or mental health challenges. However, many report feeling unprepared to handle these conversations:
- Limited training: Only 38% of managers in Singapore have received formal mental health or well-being training (IMH, 2023).
- Fear of saying the wrong thing: 41% worry that offering guidance could be misinterpreted or exacerbate issues.
- Pressure to maintain performance: Balancing team well-being with business objectives can be stressful, especially in high-pressure industries.
Without proper support, managers risk burnout themselves, which can negatively affect team morale, engagement, and retention.
Strategies to Support Manager Well-Being
Organisations can take concrete steps to equip managers for their dual role as leaders and well-being advocates:
- Structured Mental Health Training: Programs like Well-Being First Responder (WFR) provide managers with practical skills to recognize signs of stress, conduct supportive conversations, and guide employees to appropriate resources.
- Peer Support Networks: Creating manager-specific peer groups through the Well-Being Champions Network (WCN) allows managers to share challenges, strategies, and lessons in a confidential space.
- Promote Psychological Safety: Managers should model openness about mental health, encouraging their teams to speak up while receiving consistent support themselves.
- Balanced Workload and Flexibility: Organisations can prevent manager burnout by reviewing responsibilities, providing resources for delegation, and supporting flexible working arrangements.
The Impact of Supporting Managers
When managers are well-equipped and supported, organisations see tangible benefits:
- Teams led by trained managers report 20–25% lower burnout rates and higher engagement (HPB, 2023).
- Managers with access to peer support and WFR skills demonstrate greater confidence in handling mental health conversations, reducing stigma and promoting early intervention.
Conclusion
Supporting managers is critical to creating mentally healthy workplaces in Singapore. By providing training, peer networks, and resources, organisations can empower managers to lead with empathy and confidence. A manager who is supported and resilient becomes a catalyst for a culture where employees feel safe, valued, and motivated. Investing in manager well-being is not just an HR initiative—it’s a strategic move that strengthens the entire organisation.
