Building Manager Confidence to Support Mental Health at Work
About the organisation
With around 2,500 staff working across multiple campuses and services, the organisation recognises that supporting employee mental health is fundamental to its ability to support students. A Workforce Wellbeing Coordinator works within the Student Life directorate and collaborates closely with the People, Development and Culture directorate to coordinate and develop the organisation's approach to mental health at work.
The Challenge
Luminate Education Group recognises that educators are increasingly asked to be more than teachers. Alongside teaching, many provide emotional support, signpost students to welfare services, liaise with external agencies and respond to complex situations as part of their everyday roles. The organisation believes that supporting the mental health of staff is therefore fundamental to creating the conditions in which students can also be supported effectively.
Recognising that line managers are often the first people colleagues turn to when they are struggling, Luminate wanted to ensure managers had the confidence, knowledge and support to respond appropriately and create environments where people feel safe to talk about their wellbeing.
Approach in action
Luminate has invested in developing managers' confidence and capability to support the mental health of their teams. Recognising that confident managers are more likely to achieve positive outcomes, the organisation has focused on providing practical training, guidance and opportunities to build the skills needed to respond appropriately when colleagues need support.
A key part of this approach has been embedding trauma-informed practice across the organisation. All staff have completed trauma-informed practice training, helping to build a shared understanding of how experiences can affect behaviour and wellbeing, while giving managers greater confidence in supporting colleagues through a relational approach.
Managers are also supported to maintain regular contact with their teams through Keeping in Touch meetings, alongside wider staff development opportunities covering topics such as recognising and avoiding burnout, physical wellbeing and self-recognition. Together, these initiatives help managers create opportunities for regular conversations about wellbeing and provide support before issues escalate.
Impact and learning
Luminate has found that building managers' confidence contributes to a workplace where people feel safe, listened to and know support is available. The organisation believes these conditions make colleagues more likely to talk openly about challenges they may be experiencing and seek support when they need it.
Its experience has reinforced the importance of investing in managers alongside wider wellbeing activity. By combining training, practical guidance and regular conversations, Luminate has developed an approach that helps managers play an active role in supporting the mental health and wellbeing of their teams.
Key takeaway for other employers
Managers are often the first people employees turn to when they need support. Investing in their confidence, skills and opportunities to have regular wellbeing conversations can help create a workplace where people feel safe to speak up and know they will be listened to.