Training Managers to Support Mental Health: Why It Matters and How to Start

In today’s workplaces, mental health isn’t a “nice-to-have” topic—it’s a leadership skill.
Managers are often the first line of support for employees navigating stress, burnout, or personal challenges. But far too often, they’re left without the training or tools to respond effectively.

If you're serious about creating a mentally healthy workplace, it's time to equip your managers with more than just performance metrics and project plans. It’s time to train them in mental health literacy, empathy, and supportive action.

👥 Why Managers Matter in Mental Health
Managers have a powerful influence on:

• Workload and stress levels
• Team culture and communication
• Psychological safety
• Access to resources like EAPs or accommodations

When a manager checks in, listens without judgment, or normalizes conversations about mental health, it sends a clear message: You don’t have to suffer in silence here.
📊 According to the American Psychological Association, nearly 70% of employees say their manager has more impact on their mental health than their doctor or therapist.

🛑 What Happens When Managers Aren’t Trained?
Without proper guidance, even well-meaning leaders may:

• Dismiss or minimize employee concerns
• Create or reinforce stigma
• Misuse authority during a crisis
• Avoid hard conversations altogether

This doesn’t just hurt employee well-being—it increases turnover, presenteeism, and toxic culture risks.

🧠 What Should Mental Health Training Include?
Effective manager training isn’t about turning leaders into therapists. It’s about giving them the tools to recognize, respond, and refer.

Here’s what a strong program should cover:
✅ 1. Mental Health Literacy

• Common conditions (depression, anxiety, burnout)
• Early warning signs
• How mental health shows up at work

✅ 2. Psychological Safety

• How to create an environment where people feel safe to speak up
• The impact of tone, transparency, and trust
• Reducing shame and stigma in day-to-day communication

✅ 3. Supportive Conversations

• Active listening techniques
• What to say (and what not to say)
• How to ask, “Are you okay?” without overstepping

✅ 4. Boundaries + Role Clarity

• How to support employees without becoming their counselor
• Respecting privacy while maintaining accountability

✅ 5. Resources & Referrals

• How and when to refer to the EAP, HR, or external support
• What to do in a mental health crisis
• How to model healthy behaviors themselves

🛠️ Tools You Can Offer Managers

• Conversation scripts or checklists for mental health check-ins
• Manager-specific EAP orientations
• Quick-reference guides for mental health signs and next steps
• Peer forums or coaching to practice mental health scenarios
• Policy refreshers on FMLA, accommodations, and leave options

🔁 Make It Ongoing, Not One-and-Done
A single training won’t change a culture. Managers need ongoing support to grow in confidence and competence.
Consider:

• Adding mental health content to new manager onboarding
• Hosting quarterly wellness workshops
• Including mental health metrics in leadership KPIs

🌱 Leading by Example
When managers openly model boundary-setting, time off, or seeking help, it creates powerful permission for others to do the same. Leadership isn’t about being invulnerable—it’s about being real, responsible, and human.

Final Thought
Your managers already shape the mental health culture of your workplace—whether you train them to or not. With the right tools, they can become champions of psychological safety, empathy, and growth.

​Let’s stop leaving mental health to chance. Let’s lead on purpose.

For manager training workshops on mental health, reach out to [email protected] or visit our EAP Services page.