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Emma Mamo
Policy and Campaigns Manager, Mind
Emma Mamo

How to promote good mental health in your workplace

Authors: Emma Mamo Emma Mamo

01 November 2013

Smart employers know that organisations are only as strong as their people – they depend on having a healthy and productive workforce. They also know people perform better when they feel able to put everything into their job; when they are confident, motivated and focused.

Too often, employees are scared to tell their manager about a mental health problem and seek help. This can stop people performing at their best. We released new research in October which suggests stressed workers are suffering in silence and employers aren’t doing enough to tackle stress. 45% of workers polled said that staff are expected to cope without mentioning stress at work and almost a third (31%) said they would not be able to talk openly to their line manager if they felt stressed. However, managers are often unsure how best to support staff – the majority of those we asked said they’d like to improve their staff’s mental wellbeing but they’d need more training. Having a conversation about mental health doesn’t have to be difficult – we can show you how to support your staff and prioritise mental wellbeing to increase employee engagement, motivation and productivity.

We’ve been hosting a series of free webinars for line managers and HR professionals on how to create mentally healthy workplaces and support staff.

Our webinars are surgery-style events where participants post questions live to our panel of experts. So they're packed with tried-and-tested solutions, practical approaches and case studies proven to help employers support their staff and develop more mentally healthy workplace cultures. Our last webinar for line managers on 22 October featured The Work Foundation’s very own Karen Steadman on the panel.

The next webinar for HR Professionals on 8 November will help you shape an organisational culture that’s positive about mental health, including tips on:

  • developing a mental health strategy
  • ensuring you have the right policies and procedures in place
  • raising awareness and ensuring managers have the right skills
  • achieving a better work/life balance
  • getting buy-in from senior management
You can sign up

Comments in Chronological Order (Total 1 Comments)


08 Nov 2013 9:15AM

Psychological distress can impact any individual in the workplace – from senior leaders to middle managers and staff. While it is undoubtedly a major responsibility of managers (with accountability for staff) to be able to display people management skills, the effectiveness of these skills is arguably dependent on the extent to which the manager is themselves psychologically mature. Effective people management requires robust emotional skills. These are needed to constructively manage the inevitable fallout from the (natural) challenges that organisations face.
All too often managers lack these essential emotional skills; and in some cases, display their own psychological disorders in the form of avoidant or narcissistic behaviours. Such behaviours can make a ‘normal’ stressful work situation intolerable for some of their colleagues - including their direct reports.
All staff - indeed all individuals in an organisation need to be made aware of the availability of a variety of sources of help for psychological distress - as managers may not always be the most appropriate source of support.

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