Help managers to manage well

Use short guidance, example questions and regular practice so people become more comfortable starting and sustaining supportive conversations.

Combine practical tools with role-play, reflection or peer discussion so managers can apply communication skills to realistic situations.

Prioritise learning on conversations, work-related risks, support routes, confidentiality and the limits of the manager’s role.

Include these capabilities in manager induction, objectives and ongoing development, with time and resources allocated to apply them.

Clarify expected supportive behaviours and provide a simple route for advice when a situation is beyond the person’s knowledge or authority.

Use realistic scenarios and clear procedures so managers understand both what they should do and when they should involve others.

Clarify what managers can reasonably be expected to do, when they should seek further advice and where they can access support themselves.

Review managers’ own workload and emotional demands, and ensure they can escalate difficult cases or seek confidential advice.

Keep reliable guidance and named sources of advice easy to find, including arrangements for times when usual contacts are unavailable.

Provide a clear route to HR or another competent adviser and allow managers time to seek guidance before making significant decisions.

Share brief updates, prompts and opportunities to discuss learning so skills are reinforced between formal training sessions.

Use regular refreshers and learning from emerging issues to keep knowledge current and prevent confidence from fading over time.