Last updated 10 November 2026
In short
Managers need the same support they are asked to give: a realistic workload, training, someone to talk to and peers in the same position. Without it, they burn out and their teams feel it.
Managers are often the first person staff go to when they are struggling, on top of their own work and targets. Many have had no training for this.
What to do
- Look at managers’ workload, including how many people report to them and how much of their time goes on supporting staff.
- Train managers to recognise distress, have supportive conversations and know when to pass a concern on (see Our managers are afraid of saying the wrong thing. How far should they go?).
- Give managers someone to talk to, such as a senior leader, a People Leader or your EAP.
- Set up peer groups for managers, where they can talk about what is hard without identifying anyone.
- Check in with managers too, not only with their teams.
Watch out for
- Managers who look calm may be the ones most at risk, as they often feel they have to appear in control.
- A manager who is struggling is less likely to notice when their team is struggling.
Good to know
Through the Well-being Champions Network, managers and Champions can meet peers from other organisations at our events.
Discover more
CourseLead with CareLaunching 2027Find out more on Wayfinder →CourseChronic Stress & BurnoutSee dates and fees on Wayfinder →
Kaleidoscope Labs manages the Network and provides some of these courses and workshops for a fee.
Read more
ArticleSupporting Managers: Mental Health Leadership in Singapore WorkplacesRelated questionHow do I get leaders to commit when management is not interested?Related questionHow do we move beyond talks and events to real change?
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See all questions. This is general guidance, not legal or clinical advice. Can’t find your answer? Email hello@wellbeingchampions.sg.