The Hidden Cost of Untrained Managers: Why Mental Health Training Is a Must for Leadership

Let’s be real… being a manager is tough. You’re juggling deadlines, team dynamics and business goals, all while trying to keep everyone motivated and engaged. But there’s one critical skill many managers don’t get training on: supporting employee mental health.

Mental health challenges are common. Stress, burnout and anxiety don’t stay neatly in people’s personal lives; they show up at work, too. And because managers set the tone for workplace culture, the way they respond can make a huge difference.

The good news? A little training goes a long way! When managers know how to support their teams, organizations see higher engagement, lower turnover and a culture where people actually want to work. Let’s break down what happens when managers don’t get this training — and why it’s an investment worth making.

1. Burnout is on the Rise (and Managers Can Help Stop It!)

Burnout isn’t just about being tired. It’s when stress becomes so overwhelming that employees start feeling disengaged, unmotivated and even cynical about their work. According to Gallup, a whopping 76% of employees experience burnout at least sometimes, with 28% indicating they feel burned out "very often" or "always" at work (read the article HERE).

The problem? Without training, managers may unintentionally make things worse by:

Piling on unrealistic deadlines (without realizing someone is already drowning)
Assuming that quiet employees are fine (when they might be struggling)
Rewarding “hustle culture” instead of encouraging work-life balance

But with the right tools, managers can do simple things that help, like checking in regularly, recognizing when workloads are too heavy and making sure employees feel comfortable speaking up when they need support. A few small shifts in leadership can prevent burnout before it spirals.

2. Employees Leave Bad Managers (Not Just Bad Jobs)

You’ve probably heard the saying: “People don’t leave jobs; they leave managers.” Well, it’s true. Research by DDI found that 57% of employees quit because of their boss (read more about it HERE). And in today’s job market, talented employees won’t stick around if they feel unsupported.

Managers who haven’t been trained in mental health support might:

Misinterpret stress or disengagement as laziness
Ignore early signs of burnout, thinking “that’s just part of the job”
Struggle to create a culture of trust where employees feel safe speaking up

The fix? When managers know how to check in, listen without judgment and help connect employees to the right resources (like an EAP), they don’t just retain talent, they create teams that actually want to stay.

3. A Toxic Culture Hurts Everyone (But It’s Fixable!)

Ever worked in an environment where people were afraid to speak up? Or where stress was seen as a badge of honour? That’s what happens when mental health isn’t part of the leadership conversation.

The signs of a struggling workplace culture can include:

Employees feeling like they have to power through stress instead of addressing it
A lack of psychological safety, where people worry about being judged for asking for help
Higher absenteeism, presenteeism (showing up but not fully functioning) and disengagement

But here’s the encouraging part: culture change starts with leadership. When managers learn how to normalize mental health conversations, recognize early warning signs and create an environment of trust, the entire workplace benefits.

4. Presenteeism: When People Show Up But Aren’t Really There

We often talk about absenteeism, but presenteeism — when employees come to work but aren’t able to perform at their best — is an even bigger issue. In Canada, research from the Centre for Addiction and Mental Health (CAMH) estimates that presenteeism costs businesses up to $21 billion per year in lost productivity (more on that HERE)..

A manager without training might think, “Well, they’re here, so they must be fine,” when in reality an employee could be struggling with stress, anxiety or burnout. A well-trained leader, on the other hand, knows how to:

Spot when something seems off and check in with compassion
Encourage employees to take breaks, use earned time off and access support resources
Build a culture where people feel safe talking about challenges before they escalate

When employees feel supported, they don’t just show up; they actually contribute in a meaningful way.

5. Avoidable Legal & Compliance Risks (Because No One Wants That Headache!)

Workplace lawsuits and compliance issues aren’t fun for anyone. Employers have a legal duty to provide a psychologically safe workplace and that includes proper mental health support.

Untrained managers might unknowingly:

Dismiss mental health concerns in ways that could be interpreted as discrimination, resulting in legal exposure for the organization and possibly even leaders themselves
Fail to fulfill the Duty to Inquire (presenting an employee who may be struggling with their mental wellbeing with a reasonable opportunity to accept support before managing job performance problems)
Fail to fulfill the Duty to Accommodate (appropriately accommodating employees dealing with stress, anxiety or other mental health challenges)
Contribute to a toxic work environment without realizing it

While legal issues aren’t the main reason to train managers, they’re definitely a consideration. Training gives leaders the confidence to handle mental health conversations the right way, reducing the risk of workplace conflicts and keeping businesses in line with employment laws.

6. Stronger Leadership = Stronger Teams

At the end of the day, the best workplaces are built on trust, respect and support. Training managers to recognize and respond to mental health needs isn’t just about preventing problems, it’s about building better teams.

When leaders know how to:

Support employees in a way that’s helpful, not overwhelming
Create a culture of psychological safety where people feel valued
Model healthy work habits themselves

…it makes a huge impact! Employees feel more engaged, productivity improves and turnover drops. And really, who doesn’t want to work somewhere they feel supported?

How to Get Started: Proven Training Programs That Work

If you're thinking, "Okay, this all makes sense… but where do we start?" you're not alone. The good news is there are evidence-based training programs designed to give managers exactly the skills they need to support mental health in the workplace. Here are a couple that are readily available (and facilitated in the virtual classroom by yours truly!):

The Working Mind (TWM)

Developed by the Mental Health Commission of Canada, The Working Mind is built for both employees and leaders—but there’s a specialized version just for managers. This course helps leaders:

Recognize early warning signs of mental health challenges
Build practical tools to reduce stigma and encourage open communication
Understand their role and responsibilities when it comes to managing the mental health needs of their team members
Create and maintain resilient, psychologically safe teams that perform better together

One way to think about it: The Working Mind is like swimming lessons. It’s proactive. It teaches managers how to build their own resilience and how to support their team members in doing the same, before anyone starts “sinking”.

Mental Health First Aid (MHFA)

MHFA is more like learning how to throw a life ring. It’s about knowing how to respond when someone is already in crisis or struggling with a mental health issue. Just like physical first aid, it gives managers the confidence and skills to:

Recognize when someone may be experiencing a mental health problem
Respond with empathy and confidence
Guide them toward the right supports and resources
Maintain healthy boundaries – being effective as a helper but not crossing over into what’s best left to a mental health professional

Two Tools. One Goal. Better Support.

Together, these two programs are a powerful combination. One helps you build a culture that supports mental health every day (The Working Mind), and the other ensures you know what to do when someone’s struggling (Mental Health First Aid). These programs complement one another beautifully, but can also stand alone depending on the most pressing concern your team is dealing with right now.

Both can be delivered virtually or in person, and they’re practical, engaging and rooted in real-world application. If you want to set your managers (and your entire team) up for success, this is where to start!

Our affiliate company, Arpeggio Health Services, is offering both of these programs virtually. Click for details and registration:

Our team also delivers these programs privately to organizations who want to train their teams all together, virtually or on-site. Get in touch with me HERE if you want to talk details.

The Bottom Line: Investing in Mental Health Training Pays Off

The question isn’t whether businesses should invest in mental health training for managers — it’s whether they can afford not to.

The risks of skipping it? Higher burnout, turnover, disengagement and legal headaches.The benefits? Stronger teams, better performance and a culture where people want to stay. It makes for a pretty easy case to invest.

The best part? Mental health training doesn’t have to be complicated. Even small changes in leadership approach can create a workplace where employees feel valued, supported and able to bring their best selves to work. And that’s a win for everyone!

If you’re a business leader, ask yourself: Are your managers equipped to handle mental health challenges on their teams? If not, now’s the perfect time to start. A little training can go a long way — and your employees (and your bottom line) will thank you for it.

Elizabeth Eldridge is a Psychological Health & Safety Consultant based in southern New Brunswick, Canada. In addition to keynote speaking and corporate training on mental health in the workplace, she supports organizations across the country on the adoption of Canada's best practice guidelines on psychological health and safety management. She is the Founder & President of Arpeggio Health Services which provides standardized education programs like Mental Health First Aid, The Working Mind, QPR Suicide Prevention and more. #professionaldevelopment #riskmanagement #managertraining #employeesupport #workplacehealth #workplacehappiness #occupationalsafety #organizationalperformance #employerofchoice #psychologicalhealth #psychologicalsafety #psychologicalhealthandsafety #employeewellness #leadership