Research suggests that 82% of managers are labelled ‘accidental managers’ and may lack formal training to help them manage their people’s development and emotional wellbeing. Employees are increasingly looking for effective managers that can support their wellbeing as well as their performance and workload. Effective management skills such as empathy and active listening are key to employee retention, productivity and wellbeing.

Less than half (43%) of UK employees feel their manager is there for wellbeing support. It can be challenging to build and maintain manager-employee relationships, but improving these dynamics will create a happier, healthier workforce.

#1 Regular Manager Training is Key

A CIPD report found that the biggest challenge for employee wellbeing within organisations is a lack of line manager skills to support wellbeing. With only 1 in 3 organisations providing guidance or training for line manager support, this is a challenge for businesses.

Investing in training for managers is not limited to professional support. It can be a useful tool to assist with managing emotional needs for employees. By looking out for employee wellbeing, managers are far more likely to notice signs of poor mental health and improve relationships.

#2 Build Trust with your Employees

Getting to know employees, building manager-employee relationships and discussing communication styles is now considered part of the role of the manager. Building these relationships allows managers to see changes in employee mood and behaviour to better understand how and when to open up confidential conversations about mental health and wellbeing.

#3 Put Wellbeing Before Performance

It can be common for managers to focus on shifts in performance and productivity. Instead of seeing this as a negative reflection of their role, this should be regarded as a secondary effect to a shift in health and wellbeing. If a colleague’s output has suddenly changed, instead of adding more stress or pressure, tackling the root of the issue is the most effective way to see a change.

#4 Mirror Management Style with Company Culture

A company’s goals and corporate social responsibility (CSR) can help boost employee retention, morale and productivity. Finding employees that have matching values creates a sense of belonging in the workplace that creates a shared common goal. Having a positive culture results in improved employee mental health, fewer absences and better employee retention.

#5 Create Community in the Workplace

With 11% of UK employees always feeling lonely at work, taking a social approach to create community within the workplace is vital to avoiding isolation and building relationships. This can mean integrating wellbeing into departmental events or regular team meetings, creating new communities within workplaces such as a running club or having non-work-related chats within the team about hobbies, interests or activities.

#6 Communicate Policy Changes within the Business

Any wellbeing policies you have in place should be updated and shared within your company, filtering through HR, managers and employees. Make sure that these are understood and discussed, encouraging open conversations on areas of concern and answering any questions.

If you’re looking for a more in-depth guide on the role of a manager and building connection in the workplace, Westfield Health’s Managers and Wellbeing course covers the latest research, plus advice from experts to help you make the case for investing in manager and employee wellbeing. 

If you want to learn more about Westfield Health's wide range of health and wellbeing solutions, you can connect directly with them at our Summits—including both next week's10th Rewards, Benefits & Wellbeing Summit and the 32nd HR Summit.

Looking ahead —The 32nd Human Resources Summit is taking place from 15–17 October 2025 at the Dolce CampoReal Hotel in Lisbon.