As a manager, we can feel helpless & not in control about what the organisation is doing on big policy matters, but this has to start somewhere, so why not with you?

As a manager, you are responsible for fostering a workplace culture that ensures the well-being of your employees.  An area that arises is supporting employees through difficult situations and whilst this can be a complex and sensitive topic, having the right approach can make all the difference in providing effective support and maintaining a safe and productive work environment.

Mental health challenges can significantly impact performance, morale, and employee retention, and as leaders, we need to ensure that conversations about mental health are encouraged, not avoided.

So, what is this episode of Solve and Thrive all about?

In this episode, we explore the role managers play in supporting men’s mental health in the workplace. This is an area where many men are reluctant to seek help, for many different reasons. As managers, our role is to create an environment where employees feel safe discussing their challenges without fear of judgment or repercussions and if that is not in detail, providing a place where they can seek more information to then explore as they wish to.

The Health and Safety at Work Act 1974 mandates that employers provide a safe working environment, which includes mental well-being. The Equality Act 2010 ensures that employees experiencing long-term mental health conditions are protected from discrimination. Furthermore, guidance from CIPD and ACAS highlights the need for proactive mental health strategies, reasonable workplace adjustments, and fair treatment when mental health affects job performance.

So what Can You Do as a Manager? Let’s keep this as simple as possible, so that you are able to move forward - remember those Five Basic Management Principles we talked about in episode - we are going to look at them again.

1. Know your company’s policy and procedure – Understanding your organisation’s stance on mental health support is crucial. Does your company offer an Employee Assistance Programme (EAP)? Are mental health first aiders in place? Familiarising yourself with existing policies ensures you can guide employees effectively.

2. Gather the facts: Who, what, when, why, where, and how? – If an employee is struggling, approach the situation with compassion and curiosity rather than assumptions. Use open-ended questions and active listening to understand their concerns fully.

3. Communicate effectively using RACI (Responsible, Accountable, Consulted, Informed) – Mental health conversations require careful handling. Ensure communication is structured, confidential, and appropriate, involving HR or external resources where necessary.

4. Align with organisational values – Your organisation likely has core values around employee well-being. Demonstrate these values by fostering a culture where employees feel comfortable discussing mental health without stigma.

5. Look after yourself – Supporting employees with mental health concerns can be challenging. Ensure you are also prioritising your own well-being, seeking guidance from HR, and using available managerial support structures.

In this episode, we are joined by Luke Tetlow-Cross, an area lead for Andy’s Man Club, a peer-to-peer men’s support organisation. Luke shares powerful insights on how managers can create an open environment, use effective communication techniques, and direct employees to appropriate support services.

I hope you find this episode useful!

Head on over to spotify to listen to the episode or you can see us on Youtube