In today’s workplace, mental health and inclusivity are key priorities, and managers play a pivotal role in shaping a supportive environment. One of the most powerful tools a manager can use is intentional, meaningful conversations. These can drive resilience, inclusivity, and engagement, creating a workplace culture where employees feel heard and supported.
Why Conversations Matter in UK Workplaces
Workplace mental health issues are a growing concern in the UK. According to the Health and Safety Executive (HSE), stress, anxiety, and depression led to 16.4 million lost working days in 2023/24, with workload pressures and lack of support cited as primary causes. Research from People Management shows that 49% of employees don’t feel supported when discussing their mental health at work, highlighting the need for more proactive engagement.
For neurodivergent employees—around 15% of the UK workforce—support tailored to individual needs is even more critical. Thoughtful, regular conversations can help these employees feel empowered, ensuring their strengths are recognised and challenges are addressed.
Practical Tips for Managers to Encourage Wellbeing Conversations
- Create a Safe Space for Dialogue
Employees need to feel they can speak openly about their wellbeing. Build trust by ensuring your team knows they can approach you with concerns in a supportive, non-judgmental environment.
- Check In Regularly
Even if employees aren’t openly discussing challenges, make it a point to check in frequently. These informal one-to-ones should focus on their wellbeing, making such conversations a natural part of the team dynamic.
- Be Open About Mental Health
As a manager, modelling openness about your own mental health sets a strong example. When you share your experiences, you normalise the conversation and create a space where others feel safe doing the same.
- Listen Actively
Listening is key. Allow employees the time and space to express concerns without interruption, showing empathy and asking follow-up questions to demonstrate engagement.
- Offer Practical Support and Resources
Ensure employees are aware of available resources, such as Employee Assistance Programmes (EAPs), counselling services, or flexible working arrangements. Empower them to seek support when needed.
- Be Flexible and Supportive
Recognise that every employee’s needs may differ. Offering flexible work arrangements or time off for appointments can significantly reduce stress and improve wellbeing.
- Follow Up and Follow Through
After an initial conversation, follow up to check on the employee’s progress. Always follow through on any commitments made, showing your continued support and care for their wellbeing.
Case Studies: UK Success Stories
- Lloyds Banking Group: Lloyds rolled out a company-wide initiative encouraging managers to have “Let’s Talk” sessions, which focus on wellbeing and mental health. As a result, employee engagement scores rose significantly, with 80% of staff feeling more supported by their managers.
- Auticon: This social enterprise employs neurodiverse IT professionals and ensures managers are trained to hold personalised and practical one-to-ones. Auticon’s approach has led to higher retention and a culture of psychological safety.
The Impact of Intentional Conversations
Regular, intentional conversations foster a culture where mental health is prioritised, and employees feel genuinely supported. Research shows that employees who feel supported are not only more productive but also less likely to suffer from stress-related illnesses.
Creating a supportive environment encourages loyalty, engagement, and improved performance. When employees feel heard, they are more likely to stay with the organisation and thrive in their roles.
Why It Matters
Intentional conversations build trust, reduce stress, and ensure that employees—especially those with unique needs—feel valued and supported. Managers who embrace this habit create workplaces that are more resilient, engaged, and productive.
Moving Towards a Wellbeing-Focused Culture
By prioritising regular conversations about wellbeing, managers can create a workplace where mental health is openly discussed, and employees feel truly supported. The change may be gradual, but the impact is profound — helping your team feel seen, heard, and valued will ultimately create a positive and lasting difference in the workplace.
Supporting Wellbeing Through Training and Coaching
To fully support your team’s wellbeing and create a culture of open, meaningful conversations, investing in training and coaching can be incredibly beneficial. Training equips managers with the skills and tools to foster an environment where mental health is openly discussed, and employees feel safe to share their concerns. Coaching can help managers build deeper empathy, improve their listening skills, and create personalised wellbeing plans for their teams. Whether it’s developing strategies to manage stress, handling difficult conversations with sensitivity, or navigating the complexities of neurodiversity in the workplace, professional training and coaching can ensure managers feel confident and prepared to support their teams effectively. By prioritising these resources, organisations can enhance employee engagement, retention, and overall wellbeing, ultimately fostering a more resilient and inclusive workplace culture.
