Why line managers need wellbeing training

HR departments are the satellite, and line managers are the key to unlocking support for their employees and increasing workplace engagement, one wellbeing expert has said.

HR Leader spoke with Wisdom Wellbeing associate director of operations Kayleigh Frost, who reflected on the importance of HR departments educating their line managers to become comfortable with the tougher conversations.

Frost found that workers are starting to feel more empowered to speak about their mental health challenges, relationship break-ups, and family conflict; however, she noted that line managers do not feel an equal level of confidence to respond.

“They might not be educated, they might think they’re going to say the wrong thing, and it’s almost as if they forget to have a human conversation,” Frost said.

“We need line managers to be educated, skilled and coached to be able to have supportive conversations, because that ultimately is going to result in their employees feeling supported and invested,” she said.

Down to the line managers

“HR are an oracle of knowledge, support and guidance. They need to be able to pass on that wealth of information, knowledge and skills set to the line managers,” Frost said.

Frost emphasised that HR must ensure that line managers are regularly educated about changes to the wellbeing and mental health landscape, including what they need to look out for and how to handle sensitive conversations.

Frost described HR as a “satellite position”, which relies on line management to do the day-to-day personal relationship building.

Along with daily engagement, line managers are responsible for executing compliance, HR processes, and ultimately making sure that there is engagement and investment from employees, Frost said.

“That can only come as part of the two-way street, [employees have] to be managed and led by [their] leader … Line management is the key, regardless of business size. It’s up to them,” she added.

A small piece of the puzzle

For Frost, the employee assistance program (EAP) is a small piece of the puzzle that business leaders need to use daily, weaving it into the intrinsic fabric of the business.

EAP needs to be woven into things such as return-to-work meetings, welfare catch-ups, general one-on-ones, and check-ins with the employee, Frost said. “You’ve got to know that number as a business owner off by hand, but also have a look at what other resources you’ve got,” she added.

As a health and safety measure, Frost added that HR departments must ensure that their employees know where to find their wellbeing or mental health policy, and how to book personal and annual leave.

“It starts from day one of someone joining a business. On their induction, they [should be] talked through the wellbeing support options available. [This includes] clear and transparent communication given by leaders [and] line managers about when one-to-ones might happen, when review meetings, and catch-ups [happen]. Because that helps the individual feel invested, and that there is going to be regular, frequent contact,” she said.

“People will only turn up to do the job if they’re engaged, they want to, and they feel loyalty to the business.”