Managers – Key players in creating mentally healthy workplaces

Why managers are so important in creating a mentally healthy workplace

Managers play a role in creating mentally healthy workplaces at 3 levels:

• At the organisation level, they advocate upwards to top management about systemic issues and organisation-wide initiatives that can improve workers’ mental health and wellbeing.
• At the team level, they create productive and supportive environments for workers.
• At the individual level, they model mentally healthy behaviours that protect their own mental health and wellbeing.

What managers can do at the organisation level

Your ability to influence how mentally healthy your workplace is depends on your organisation’s existing policies and its appetite for change. Here are some things you can do at an organisation level:

Advocate for a mentally healthy workplace by:

• testing how mentally healthy your workplace is compared with others in your industry (see our module on industry approaches)
• explaining the benefits of a mentally healthy workplace to top management
• asking for help. 

Champion a flexible and adaptable workplace by:

• collaborating with your team and others to explore ways of working that support workers 
• informing workers about workplace policies and processes, including any changes. 

Contribute to a positive workplace culture by:

• identifying and implementing culture-building strategies or activities 
• modelling behaviours that align with personal and organisational values 
• championing diversity and inclusion.

Highlight and escalate psychosocial hazards by:

• reviewing trusted information on psychosocial hazards and critical incidents
• highlighting any psychosocial hazards to the organisation’s leadership.

What managers can do at the team level

You can positively influence your team’s experience within the workplace. Indeed, as a manager, you have responsibilities to protect the health of workers in your team. Here are some things you should do at the team level to support a mentally healthy workplace.

Manage psychosocial hazards by:

• addressing discrimination, bullying and harassment straight away
• ensuring people understand their roles and responsibilities at work
• managing the volume and diversity of workloads across the team
• managing conflicts and difficult relationships
• helping people manage change in the workplace 
• recognising and rewarding people for their work
• ensuring the physical work environment does not undermine physical or mental health. 

Recognise and respond to signs of mental ill-health by:

• knowing the signs and symptoms of mental ill-health
• knowing how to have respectful conversations about mental health and suicide
• knowing what supports are available and how to connect people with them
• making reasonable adjustments for people experiencing mental ill-health and supporting the rest of the team
• supporting a person’s return to work after an absence related to mental ill-health.

Support people to thrive in the workplace by:

• helping people find purpose in their work
• giving people autonomy and flexibility over how they complete their work
• facilitating professional development and training
• enabling meaningful professional and personal connections.

Tailor responses for individuals by:

• supporting Aboriginal and Torres Strait Islander people
• supporting people from culturally and linguistically diverse backgrounds
• supporting people who identify as lesbian, gay, bisexual, transgender, queer and intersex (LGBTQI+)
• providing person-centred recognition and rewards
• accessing guidance to support you in creating tailored communications and resources.

What managers can do at the individual level

Your team will look to you to set the example for how to manage their mental health at work. But before you can help others, you need to help yourself. Here is how you can look after your own mental health. 

Adjust to becoming a manager by:

• getting training if you are in a new role
• allowing yourself to try and fail and being open to feedback 
• knowing how to delegate effectively
• making sure people have the resources they need
• establishing clear communication channels.

Manage competing priorities by:

• knowing how to manage competing priorities at work
• setting clear boundaries between work and home 
• using tools such as calendars, information sharing apps (such as SharePoint) and to-do lists.

Manage stress and prevent burnout by:

• knowing the signs you are under stress or strain
• focusing on completing tasks on your plate, even if it is not perfect
• speaking to a friend or mentor about how you are feeling
• speaking to a professional (e.g. GP or Employee Assistance Program).

Prioritise self-care by:

• taking regular breaks from your work
• eating healthy foods
• exercising regularly
• having a good sleep pattern and get enough sleep
• finding time for family, friends and activities you enjoy
• taking your leave.