In today’s workplace, the role of a supervisor extends far beyond deadlines and deliverables. More than ever, frontline managers are shaping how their teams experience work, and their impact on employee mental health is profound.
Supervisors are often the first to notice when something’s off. A dip in performance, increased absenteeism, uncharacteristic irritability, these early signs of burnout or distress are often spotted not by HR or executives, but by direct managers. And the way they respond can make all the difference.
Why Supervisors Matter More Than Ever
Managers have the greatest influence on employee engagement and wellbeing. According to Gallup, 70% of the variance in team engagement is determined by the manager—and engagement plays a key role in mental health, retention, and performance.¹
Research from the American Psychological Association (APA) found that 75% of employees say the most stressful part of their job is their immediate supervisor.² When managers lack the skills or support to lead with empathy and awareness, the result can be increased stress, low morale, and ultimately burnout.
But when supervisors are trained and empowered to support mental health, the opposite is true. Deloitte reports that organizations with strong mental health cultures see 4x better employee retention and a 6:1 return on mental health investment.³
Leadership Sets the Tone for Mental Health Culture
Mental health culture doesn’t start in HR—it starts with how leaders lead. Do they normalize conversations about wellbeing? Are they approachable when someone is struggling? Do they model healthy behaviors themselves?
Effective mental health leadership looks like:
- Regular check-ins that go beyond work tasks
- Modeling boundaries, like taking PTO and unplugging after hours
- Flexibility, where possible, for therapy, caregiving, or recovery
- Empathetic, emotionally intelligent communication
- Connecting employees to available support, such as therapy, coaching, or EAP services
When supervisors lead with empathy and awareness, employees are three times more likely to report good mental health and five times more likely to feel their workplace is supportive, according to the Workforce Institute at UKG.⁴
Supporting Supervisors to Support Their Teams
Despite their impact, most supervisors receive little to no training in how to support mental health. A 2023 Mind Share Partners survey found that while 82% of managers want to support employee mental health, only 25% feel equipped to do so.⁵
That's where organizations have a vital role to play. Training, resources, and peer learning can make all the difference.
Investing in:
- Mental health leadership training
- Peer-led leadership community groups
- Coaching and development pathways
…can boost not only mental health literacy but also trust, morale, and retention. Supervisors who feel supported are more likely to pass that support on to their teams.
A Better Workplace Starts with Better Leadership
If you want to shift your company’s culture toward one that truly prioritizes mental health, start with your supervisors. Equip them with the tools, language, and confidence they need to lead with care.
At Nivati, we offer a range of leadership-focused resources—from manager training series to peer leadership groups—to help your supervisors make a meaningful impact on team wellbeing.
Want to explore how your organization can strengthen mental health from the top down? We’re here to help.
Sources
- Gallup. (2023). State of the Global Workplace.
- American Psychological Association. (2023). Work in America Survey.
- Deloitte Insights. (2022). Mental health and employers: The case for investment, pandemic and beyond.
- UKG Workforce Institute. (2023). Mental Health at Work: Managers and Money.
- Mind Share Partners. (2023). Mental Health at Work Report.
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