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Line managers exert huge influence on employee wellbeing, do yours have the soft skills to get it right? Paul Barrett outlines four key areas to consider; from recruiting and training to responsibility and support.
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Thanks to a new blog from People Management, some extremely honest conversations on HR and mental health are encouraging us to take an unflinching look at a very big topic.
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Presenteeism – working while ill – is on the rise, and it could be hitting your company hard in terms of reduced productivity and morale. Here are five ways to reduce presenteeism in the workplace.
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Challenge everything you think you know about mental health at work, says Helen White-Knight. Managers need to move beyond fear, ignorance and outdated constructs to give support where it’s needed.
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Mental ill-health is estimated to cost UK employers £25bn every year. A new report from BITC sets out the evidence for empowering line managers to make a significant impact on mental health in the workplace.
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Making a return to work after a long-term illness can be a difficult process for employees. Don’t underestimate the role your line managers can play in helping them get back on track.
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Many companies keep mental health policies at a distance from where mental health problems usually surface: with line managers. Ensure your managers are champions of your policy, not its missing link.
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Want to improve employee engagement and workplace wellbeing right across your organisation? It could be as simple as making sure you prioritise your line managers’ soft skills.
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