Nearly half (46%) of workers report feeling uncomfortable discussing mental health with their manager, emphasising the need for improved management training to boost productivity and retention.

The study, conducted by Unmind, a workplace mental health solutions provider, surveyed 3,005 office workers (1,500 managers and 1,505 employees) to explore how poor management and inadequate mental health support contribute to burnout and "quiet quitting." While 83% of managers claim to have received formal leadership training, only 63% of their employees agree. Additionally, 40% of workers feel their manager lacks the necessary training or skills for the role.

Managers identified hard skills like delegation (29%), feedback (26%), and organisation (25%) as areas for improvement. However, employees pointed to soft skills like listening (32%) and team motivation (30%) as more pressing gaps. While 87% of managers feel confident in their abilities, 57% of employees believe their bosses would benefit from further training, highlighting a clear competency gap.

The biggest disparity emerged in the area of listening: 32% of employees cited it as their manager's weakest skill, yet only 18% of managers acknowledged it as an issue. Furthermore, 55% of employees viewed listening as a crucial trait for good management, compared to just 48% of managers.

The findings underscore the importance of bridging this gap to improve workplace communication, mental health support, and overall job satisfaction.

Dr Nick Taylor, CEO and co-founder of Unmind, comments: “Many managers find themselves in leadership roles without any formal training – they’re essentially accidental bosses. Our research highlights the profound impact our managers can have on our mental health, underscoring the urgent need for organisations to address the managerial skills gap. By acknowledging the incredible positive impact a skilled manager can have on their employees’ wellbeing and performance, companies can take meaningful steps to improve employee engagement, retention and ultimately the bottom line.”

There’s a clear disconnect between managers and employees when it comes to discussing mental health in the workplace. While 71% of managers feel comfortable talking about mental health, only 54% of employees share that comfort level, with 25% feeling actively uncomfortable. Additionally, 75% of managers believe their company supports mental health, compared to just 63% of employees, and 35% say their company does not offer any meaningful support.

Concerns about mental health openness are widespread. Nearly a third (28%) of employees worry that being honest about their mental health could hurt their career prospects, while 27% have concerns about confidentiality. Managers, on the other hand, are most anxious about saying the wrong thing (40%) and the stigma surrounding mental health conversations (35%). A third of all respondents (32%) admitted they would lie and claim a physical illness if they needed time off for mental health reasons, and 10% said their company culture discourages mental health discussions entirely.

Mental health training is lacking, with 26% of managers and 47% of employees having never received any form of mental health education. This gap has real consequences: 70% of employees believe that having a manager with mental health training would make them feel more supported and productive, and 49% of managers agree that the lack of such training impacts productivity.

There is, however, broad agreement on the need for change. Some 42% of respondents called for more workplace training to improve management effectiveness. Specifically, 74% of managers said that training in people management would help them better support employees dealing with mental health issues and absences.

A Randomised Controlled Trial conducted by Unmind with 300 US and UK leaders found that just over an hour of digital mental health training significantly improved outcomes. Following the training, 73% of managers boosted their mental health knowledge, 70% felt more confident addressing mental health concerns, and 63% adopted more proactive behaviours to support both themselves and their teams.

Dr Nick Taylor continues: “In today’s workforce, employees at all levels experience feelings of burnout and work-related stress. It’s essential that managers have the skills and tools to address these challenges, and mental health training must form a core part of all management training. With the right training, managers can create supportive work environments where mental health and wellbeing are championed and employees are able to perform at their best.”