Managers play a critical role in shaping employees’ daily experience of work. More than policies or programmes, it is often a manager’s behaviour that determines whether employees feel supported, overwhelmed, or unheard.
Yet many managers feel uncertain about their role in mental well-being. Some worry about overstepping boundaries, while others feel they lack the skills or time to provide meaningful support.
Why Managers Matter
Employees interact with their managers more frequently than with any other part of the organisation. As a result, managers influence:
- Workload and prioritisation
- Psychological safety within teams
- Whether employees feel comfortable raising concerns
- How stress and mistakes are handled
Studies in Singapore and the wider Asia-Pacific region show that poor manager support is a significant contributor to workplace stress and disengagement.
What Effective Support Looks Like
Supporting mental well-being does not require managers to act as counsellors. Instead, it involves a few consistent behaviours:
- Setting clear and realistic expectations
- Checking in regularly, not only when performance drops
- Responding calmly and respectfully to concerns
- Encouraging use of available support resources
Often, employees value being listened to and understood more than receiving immediate solutions.
Confidence Comes from Clarity and Skills
Many managers hesitate because they are unsure what to say or do. Providing clear guidance and foundational skills can reduce this uncertainty.
Training informed by Psychological First Aid principles helps managers recognise signs of distress, listen without judgement, and know when and how to escalate concerns appropriately. This clarity benefits both managers and employees.
Supporting Managers to Support Others
It is also important to recognise that managers themselves may be under pressure. Supporting their well-being, providing peer networks, and creating spaces for shared learning help managers sustain their role without burnout.
Communities of Practice focused on workplace well-being allow managers to exchange experiences and practical strategies in a non-judgemental setting.
A Practical Influence Point
When managers feel equipped and supported, they become one of the strongest protective factors for employee mental well-being. Small, everyday actions — taken consistently — often make the biggest difference.
