6 Big Reasons Why Every Manager Needs Basic Mental Health Training

Times are changing. Twenty or thirty years ago, mental health issues were taboo, something that you couldn’t discuss with your closest friend, let alone your coworkers and managers. Nowadays, however, after extensive effort of mental health professionals, people finally feel a little more comfortable speaking on these topics. Of course, it’s not all flowers and sunshine; the mindset of the majority of people hasn’t switched entirely 180 degrees to a mental health utopia, but signs are pointing upwards.



In today’s workplaces, many companies are prioritizing employee wellbeing and, because of that, embracing mental health training for all of their managers. Basic mental health training can help build stronger teams, prevent burnout, and foster a culture where people feel safe and valued.

The Workplace as a Pressure Cooker

Patience is a virtue that’s been lost on the newer generation. Everyone wants everything immediately, and workplaces often reflect that same mindset of endless to-do lists and impossible deadlines. This can be incredibly overwhelming to an average person. However, in these settings, the manager’s approach can significantly relieve pressure or, if the manager doesn’t have basic mental health training, it can intensify it.

Managers with mental health training can spot when someone’s performance dip might be more than just a bad day. They’re better equipped to offer flexibility and support without crossing professional boundaries. And most importantly, they model a healthier work ethic that doesn’t reward overwork or emotional suppression.

Burnout Isn’t Just a Buzzword

When you take everything we already discussed and add in the long hours, lack of recognition, and blurred work-life boundaries, things take a turn for the worse. As a result, burnout is one of the most reported workplace issues today. However, it’s important to note that burnout actually isn’t inevitable but a result of an unmanaged, unsupported environment.

Luckily, managers trained in mental health awareness can act before the spiral begins and beat burnout. They recognize when workloads are unsustainable, encourage downtime, and push back on unrealistic expectations. And, perhaps most importantly, these managers know how to talk about it with their employees.

The Importance of Conversations Around Mental Health

One of the reasons mental health support often falls short at work is simple: people don’t know what to say. Managers usually fear they’ll say the wrong thing, invade employees’ privacy, or open a conversation they don’t feel qualified to navigate. Because of that, they remain silent and, while it’s well-intentioned, that silence can leave employees feeling isolated.

On the other hand, basic training helps managers find their footing in these conversations. It provides them with appropriate language to use, cues to watch for, and strategies for starting a conversation that’s respectful and helpful. Moreover, it also helps clarify what to do when someone is struggling. For instance, knowing how to help someone in distress, what to say, how to listen, and when to escalate, can mean the difference between temporary support and long-term harm.

Remote and Hybrid Work Added New Layers of Complexity

With the rise of remote and hybrid models, many teams now operate with reduced face-to-face interaction. This shift has plenty of benefits, but it also makes it harder to spot changes in mood, behavior, or routine, which are all potential red flags for mental health challenges.

In remote environments, it's easy to lose the rhythm of natural breaks. People often feel like they need to stay online at all costs to prove they're working, or like they need to justify taking a break from work. Unfortunately, without downtime, it all circles back to burnout.

Mental Health Impacts Team Dynamics

When one person on the team is struggling, others often feel the ripple effects. Most commonly, deadlines get pushed, communication falters, and morale dips. On the other hand, when teams feel supported, understood, and safe, everyone turns out to be more resilient and collaborative. This, in turn, also boosts workplace productivity significantly.

In situations like these, managers are the ones who set the tone. Those who’ve received mental health training are more likely to recognize early tension, encourage transparency, and resolve interpersonal issues before they escalate. They help create a culture where team members can bring their full selves to work, without fear of judgment.

Training Doesn’t Have to Be Complicated

You don’t need to send managers to a week-long retreat or have them earn a counseling certificate. Instead, even short, well-designed workshops can teach them the fundamentals: how to spot warning signs, how to communicate with empathy, and how to refer someone to professional help. Plenty of organizations now offer accessible, tailored basic mental health training sessions that can be done online or in person. What matters most is that the training is practical, evidence-based, and embedded in your company culture.