How Managers Influence Employee Wellbeing

The Hidden Cost of Poor Leadership (It's not just performance. It's mental health.) A global survey of 3,400 employees by the Workforce Institute at UKG found that 69% of people say their manager has more impact on their mental health than even doctors (51%) and therapists (41%). Because managers don’t just manage deliverables. They shape how safe, seen, and supported you feel at work. The wrong manager can create anxiety, doubt, and disconnection. The right one? Can unlock energy, creativity, and growth. Here are 5 subtle but powerful ways managers influence mental health - And what conscious leaders do differently: 1️⃣ Micro-control → Erodes trust Every task questioned, every decision second-guessed. It tells people: I don’t trust you. ✅ Do this instead: Shift from control to clarity. Give context, not just instructions - and space for autonomy. 2️⃣ Lack of feedback → Creates anxiety Silence doesn’t feel neutral. It feels like uncertainty. Unspoken feedback becomes internalized fear. ✅ Do this instead: Normalize feedback as care. Make it frequent, specific, and forward-looking. 3️⃣ Unclear expectations → Fuel confusion and self-doubt When goals shift without warning, or roles are blurry, people question their worth. ✅ Do this instead: Set clear priorities and revisit them regularly. Clarity = psychological safety. 4️⃣ No recognition → Kills motivation When effort goes unseen, people stop showing up fully. They start surviving instead of thriving. ✅ Do this instead: Celebrate wins - big and small. People don’t need trophies. They need to feel seen. 5️⃣ Emotional inconsistency → Creates instability Mood-based leadership keeps people on edge. They start managing you instead of their work. ✅ Do this instead: Regulate yourself before you lead others. Stability is a gift you give your team. ✨ Leadership isn’t just what you do. It’s how people feel around you. 👉 Lead like it affects their nervous system - because it does. What’s one leadership habit that makes you feel safe? 🔁 Repost if you believe leading well is part of caring well. ➕ Follow Bhavna Toor for more on conscious leadership.

😈 Stop skipping 1:1s. You might be skipping your team’s biggest well-being support system. Research suggests that for almost 70% of people, their manager has more impact on their mental health than their therapist or their doctor -and it’s equal to the impact of their partner. Wild, until you realize most people spend more waking hours with their boss than anyone else. Managers = Mental Health Influencers. 🟢1:1s are more than performance reviews. They’re moments for connection, clarity, and psychological safety. 🔵 Done right, they reduce stress. By giving people space to express concerns, ask questions, or feel seen. 🟠 They catch problems before they escalate. Small frustrations, misunderstandings, or early signs of burnout often surface here first. 🔴 They build trust and loyalty. A consistent, caring check-in says: “I see you. You matter.” ✅ PRACTICAL TIPS TO MAKE 1:1s A WELLBEING TOOL: 👉 Always ask: “How are things outside of work?” (Optional, but powerful.) 👉Leave space for silence. Some people need time to open up. 👉Don’t cancel last-minute. It sends the wrong message. 👉Make it about them, not just updates. 👉Log trends. If someone’s off several weeks in a row, check in deeper. If you lead people, treat your 1:1s like a wellbeing investment—not a calendar obligation. The ROI? Trust, performance, and a healthier team. #Leadership #Wellbeing #Empathy #TeamCulture #MentalHealthAtWork

We can roll out all the wellbeing apps, “Lunch & Learn” seminars and wellbeing days we like, but if the fundamentals aren’t in place, these initiatives simply won’t move the needle. To put it bluntly, these initiatives can often be a complete waste of invested funds, time and energy. Here’s what the research tells us: According to WorkWell Leaders, a leader’s wellbeing has the single biggest impact on employee wellbeing. In fact, it's more than any other initiative. In fact, leaders’ leader wellbeing is 11 times more impactful than stress management programmes and four times more effective than wellbeing apps in improving organisational outcomes. (see- https://lnkd.in/gQ8-V4NR) So, what undermines all those great intentions? 🚶🏻Leaders who don’t walk the talk. (Let’s be honest, it’s hard to ignore a Saturday 4pm email from your boss.) 🥱 Promoting people who are already burnt out or chronically exhausted. 📋 Unmanageable workloads that make “wellbeing” feel like just another item on an endless to-do list. 🦺 An absence of psychological safety: when speaking up about stress or overload isn’t safe or supported, a poor culture of wellbeing (and performance) perpetuates itself. 👩🏽💼 And let’s add: a culture that celebrates busyness over boundaries, and “resilience” over real rest. The contagion effect is real. When leaders model healthy boundaries, prioritise recovery, and genuinely care for their own wellbeing, it gives everyone else permission to do the same. But when exhaustion, overwork and stress are the norm at the top, they ripple through the entire organisation and can have devastating impacts not only employees' wellbeing but also their performance and productivity. So investing in the wellbeing of your leaders is of critical importance. If we want meaningful, sustainable change, we need to start with leadership. Because wellbeing isn’t a program...it’s a culture. How are your leaders modelling wellbeing right now? If you're a leader, what are you doing to role model and support genuine wellbeing in your workplace? #PoweredUpPerformance #Leadership #WellbeingAtWork #WorkplaceCulture #SustainableSuccess #WorkWellLeaders #SpaciousSuccess

Last year, I wrote a LinkedIn post with a simple headline: "The Best Way to Boost Workers' Mental Health Is to Give Them Good Managers." 2.8 million views. Thousands of comments. 95% agreement. But here's what struck me most—it wasn't the numbers. It was the stories people shared in the comments. The manager who noticed they seemed off and pulled them aside. The boss who had their back when a project failed. The leader who remembered their kid's name. And the painful ones too—the managers who broke them. We all know this truth, even if we don't say it out loud: Your manager determines 70% of your wellbeing at work. Not HR. Not the CEO. Not the ping pong table in the break room. Your direct manager. The research backs this up. 53 peer-reviewed studies examined different leadership styles, and the clear winner was transformational leadership—leaders who genuinely care, who inspire with vision, who see you as a person, not just a productivity metric. And toxic leadership? It had the largest negative impact. No surprise there. Gallup found something powerful: The statement "My supervisor or someone at work seems to care about me as a person" is one of the strongest predictors of engagement and productivity. Not "My manager is smart." Not "My manager hits targets." My manager cares about me. In every workshop I run, I ask people to think about their best team. The one they'd go back to in a heartbeat. And the answers are always the same three things: - We cared about each other - We had each other's back - We encouraged each other It's never about the work itself. It's never about the project or the deadline or the deliverable. It's about belonging. As Brené Brown says: "A deep sense of love and belonging is an irreducible need of all people." This isn't soft leadership - its strong and robust. This is how you build teams that perform at the highest level without burning out. So I'm asking you: What made your best team special? Was it the manager? The people? The way you showed up for each other? And if you're a manager right now—are you creating that for your team?

**The Manager as the Emotional Support System for Their Team** In today’s fast-paced corporate world, the role of a manager extends far beyond overseeing tasks and meeting targets. A truly effective manager serves as the emotional support system for their team, fostering a workplace environment where employees feel valued, understood, and motivated. Here’s why being an emotional support system is crucial and how managers can excel in this role: **1. Building Trust and Open Communication:** Trust is the foundation of any strong team. When employees know their manager genuinely cares about their well-being, they are more likely to communicate openly about their challenges and needs. This transparency leads to better problem-solving and stronger team cohesion. **2. Enhancing Employee Well-Being:** Work-related stress and burnout are significant issues in many workplaces. Managers who provide emotional support can help alleviate these pressures by acknowledging stressors, offering solutions, and providing a safe space for employees to express their concerns. **3. Boosting Morale and Motivation:** Employees who feel supported are more engaged and motivated. Recognizing their efforts, celebrating their successes, and providing constructive feedback can significantly enhance morale and drive productivity. **4. Promoting a Positive Work Culture:** A supportive manager sets the tone for a positive and inclusive work culture. By showing empathy, actively listening, and addressing issues with compassion, managers can create an environment where employees feel respected and valued. **5. Facilitating Professional and Personal Growth:** When managers support their team emotionally, they also support their growth. Encouraging work-life balance, offering professional development opportunities, and understanding personal aspirations helps employees thrive both professionally and personally. **How to Be an Effective Emotional Support System:** **- Active Listening:** Pay attention to your team’s concerns and show that you understand and care about their experiences. Sometimes, just being heard can make a significant difference. **- Empathy:** Put yourself in your team members’ shoes. Acknowledge their feelings and respond with compassion and understanding. **- Availability:** Make time for regular one-on-one check-ins. Let your team know that your door is always open for them to discuss any issues or seek advice. **- Encourage Work-Life Balance:** Promote policies and practices that support a healthy work-life balance. **- Provide Resources:** Offer access to resources such as counseling services, stress management workshops, or mental health days. Show your team that their well-being is a priority. **- Lead by Example:** Demonstrate emotional intelligence in your interactions. Model the behavior you want to see in your team, including resilience, positivity, and a supportive attitude.

“My manager affects my mental health more than my therapist.” 💬 That’s not just anecdotal. It’s backed by UK data. In Mind’s Workplace Wellbeing Index, employees said line managers played a starring role in improving mental health at work. They encouraged healthier behaviours. They role-modelled boundaries. They made wellbeing visible. They spotted signs and supported employees to get help early. They brought psychological safety to their teams. But that’s only true when they’re trained. Because only 1 in 5 managers feel confident having mental health conversations. And 70% of team engagement is driven by managers. That’s a leadership gap. And it’s costing you. Burnout. Presenteeism. Turnover. Culture erosion. So what is working? Line Manager Wellbeing Training. Research shows it shifts attitudes, boosts confidence, and reduces stigma. Because when managers are trained… Employees feel safer. Teams perform better. Retention improves. And wellbeing becomes part of the culture - Not a buzzword most employees roll their eyes at. (Link: https://lnkd.in/edvfXzZX)

7 Ways Great Managers Improve Mental Health: (Your therapist will thank you) Your manager has more impact on your mental health than your therapist. That’s not just a hot take — it’s backed by research. Gallup found that 70% of the variance in team engagement is determined solely by the manager. And engagement is directly tied to stress, burnout, and overall wellbeing. Here are 7 ways great managers actually boost mental health at work: 1. 𝗧𝗵𝗲𝘆 𝗕𝘂𝗶𝗹𝗱 𝗧𝗿𝘂𝘀𝘁, 𝗡𝗼𝘁 𝗧𝗲𝗮𝗿 → Psychological safety starts with trust. → Teams with trusting managers report lower anxiety and stronger collaboration. 𝗙𝗶𝘅: Be honest, consistent, and lead by example. 2. 𝗧𝗵𝗲𝘆 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘀𝗲 𝗘𝗳𝗳𝗼𝗿𝘁, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗥𝗲𝘀𝘂𝗹𝘁𝘀 → Feeling invisible is one of the top reasons employees disengage. → Regular praise improves morale and motivation. 𝗙𝗶𝘅: Acknowledge progress — not just outcomes. 3. 𝗧𝗵𝗲𝘆 𝗠𝗮𝗸𝗲 𝗧𝗶𝗺𝗲 𝗙𝗼𝗿 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗧𝗮𝘀𝗸𝘀 → A quick "How are you really doing?" can change someone's week. → Human-first leadership reduces emotional exhaustion. 𝗙𝗶𝘅: Schedule weekly 1:1s focused on people, not productivity. 4. 𝗧𝗵𝗲𝘆 𝗦𝗲𝘁 𝗖𝗹𝗲𝗮𝗿 𝗚𝗼𝗮𝗹𝘀 𝗮𝗻𝗱 𝗕𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀 → Ambiguity fuels anxiety. → Boundaries protect both mental clarity and work-life balance. 𝗙𝗶𝘅: Clarify roles, avoid overreach, and respect off-hours. 5. 𝗧𝗵𝗲𝘆 𝗖𝗵𝗮𝗺𝗽𝗶𝗼𝗻 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 𝗚𝗿𝗼𝘄𝘁𝗵 → Career stagnation harms self-worth. → Supportive managers advocate for promotions, upskilling, and learning. 𝗙𝗶𝘅: Offer stretch projects and pathways for growth. 6. 𝗧𝗵𝗲𝘆 𝗟𝗶𝘀𝘁𝗲𝗻, 𝗗𝗼𝗻’𝘁 𝗝𝘂𝗱𝗴𝗲 → Being heard is one of the most healing human experiences. → Listening builds connection and reduces isolation. 𝗙𝗶𝘅: Practice active, non-judgmental listening in every interaction. 7. 𝗧𝗵𝗲𝘆 𝗗𝗼𝗻’𝘁 𝗧𝗿𝗲𝗮𝘁 𝗕𝘂𝗿𝗻𝗼𝘂𝘁 𝗟𝗶𝗸𝗲 𝗮 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗙𝗮𝗶𝗹𝗶𝗻𝗴 → Burnout is a systemic issue, not a personal weakness. → Great managers look for the root causes — not scapegoats. 𝗙𝗶𝘅: Regularly assess workload, team morale, and support systems. The best managers don’t just lead. They protect, inspire, and help people thrive. What else would you add? Let me know in the comments below 👇 --- ♻️ Find this helpful? Repost for your network. ➕ Follow Dr Alexander Young for daily insights on productivity, leadership, and AI.

Your manager is either your mental health's greatest ally or its worst enemy, there's rarely an in-between. Yeah, that person you see almost every day at work. The truth? The person who might have the biggest impact on your mental health isn't your therapist or your doctor – it's your manager. I've seen this play out countless times: → A friend who'd sit in her car taking deep breaths before entering the office because she never knew which version of her boss she'd get → A colleague who couldn't enjoy weekends because work emails would arrive at 11 PM with expectations for immediate responses → A teammate who went from confident professional to self-doubting wreck under poor management Think about it – who has more power to affect how you feel? The therapist you see once a week? Or the person who controls your daily work life, influences your paycheck, can make or break your career, and sets the vibe for 40+ hours of your week? Good managers understand this responsibility. They: 1. Listen first, direct second 2. Accommodate work styles when possible 3. Check in on team members' wellbeing 4. Normalize mental health discussions 5. Create psychological safety Bad managers do the opposite, often without realizing the damage they cause. A good manager is like a good dance partner – they lead without stepping on your toes, make you feel secure enough to try new moves, help you recover gracefully when you stumble, and make the whole experience way more fun. If you're a manager reading this: Your team's mental health is partly in your hands. How will you use that power today? If you're an employee: How has your manager impacted your mental wellbeing? Positive or negative? ✍️ Your insights can make a difference! ♻️ Share this post if it speaks to you, and follow me for more.

46,336 employees in 233 organizations were surveyed on employee well-being. And Oxford University found *no* measurable improvement in employee well-being from the usual “self-care” toolkit: mindfulness, relaxation classes, well-being apps, resilience training. No evidence. None. Zero. Let that land for a second. Because when a person’s energy drops, when they start dragging, when their health starts wobbling, it shows up as missed details. Shorter fuses. More mistakes. Less patience. Less hope. And too often, what do we do? We hand them an app. We tell them to “check the EAP.” We hope they bounce back on their own. Guess what? They can't bounce back on their own. Dr William Fleming from Oxford summed the study up this way:   organizations have to change the workplace, not just the worker. And here’s the part leaders need to own: If people feel ignored by their boss, their well-being erodes. In the research I included in my book Lifting Up,  2 in 5 employees report feeling “ghosted” by their manager, and among those employees:  -       67% feel overworked  -       60% report burnout -       76% start looking for a new job That’s not a wellness issue. That’s a leadership issue. And it matches another fun fact: Nearly 70% of employees say their manager has the most significant impact on their mental health. (On par with a spouse/partner and higher than a therapist or doctor.) So yes, the years ahead will be defined by AI. Let AI handle the tasks. Leaders? We need you to handle the humans. Not as a therapist. But as a capable guide who is present, clear, and supportive in the places that actually shape people’s lives: workload, expectations, recovery time, psychological safety, and the day-to-day tone you set. Because there can be no employee well-being if leaders aren’t part of the equation. #showingup #liftingup #supportiveleadership

Let’s be real: your manager can make or break your work experience—especially if you’re disabled, neurodivergent, or chronically ill. It’s more than just having a “good boss.” It’s about having someone who controls your access to the accommodations and adjustments you need to do your job and protect your mental health. When accessibility is dictated by your manager’s attitude and awareness, it has a profound impact on your well-being. Think about it. One supportive, understanding manager who listens can completely change how you experience work. They’re the ones who: ● Fight for your accommodations ● Ensure meetings are accessible ● Make sure your workspace is functional ● Give you the time and tools to thrive But when a manager dismisses your needs? It creates an environment where doing your job without stress becomes nearly impossible. Now, imagine constantly having to advocate for yourself in a workplace that should already be accessible by design. The emotional toll is overwhelming. You start questioning whether you’re being "too demanding," while your mental health deteriorates under the pressure. And then there’s the power imbalance. Managers have the authority to approve or deny accommodations, often based on their own (mis)understanding of disability. Without proper training in accessibility, inclusion, and empathy, it’s not just frustrating—it’s dangerous. That’s why education on disability rights and accessibility should be mandatory for managers. Here’s the truth: A good boss doesn’t just make work better—they safeguard your mental health. They ensure you don’t have to choose between your health and your job. But if they don’t understand or respect your needs, the workplace becomes toxic. You’re left fighting to prove your worth instead of being valued for the talents you bring. So, here’s the hard question: Are managers trained to support people with disabilities and chronic illnesses? If not, that needs to change. Because true inclusion doesn’t leave accessibility up to chance—it makes it the baseline. It’s time to hold workplaces and managers accountable for the role they play in our mental health. Let’s fight for a world where people with disabilities can thrive—not just survive. ID: A large sign on the side of a modern glass building reads: "Your manager has more impact on your mental health than your therapist or your doctor. Having a good boss can literally change your life." The quote is attributed to Tobi Oluwole. The background reflects a sleek, urban environment, emphasizing the message about the significant influence that managers and work environments have on mental health.