New research highlights the impact of mental health training on business results.
- Training line managers in mental health is linked to better staff recruitment and retention.
- Enhanced customer service and reduced long-term mental health absences reported.
- Economically, companies save millions on lost sick days by investing in this training.
- Further studies are needed to confirm and expand on these findings.
A recent study, published in PLOS ONE, provides evidence that mental health training for line managers significantly boosts business performance. Conducted by experts at the University of Nottingham and Queen’s University Belfast, the research establishes a compelling link between such training and improved recruitment and retention of staff. This suggests that organisations prioritising mental health training might enhance their appeal to prospective employees while retaining the current workforce more effectively.
The research also indicates that companies experienced improved customer service and lower levels of long-term mental health-related absences when line managers received appropriate mental health training. This correlation underscores the potential benefits of mental health training beyond the immediate employee-manager relationship, extending to client interactions and overall organisational well-being.
Professor Holly Blake of the University of Nottingham emphasised the economic rationale behind investing in line manager training, noting the substantial costs of mental ill-health to businesses through absenteeism and reduced productivity. With mental health challenges affecting one in six workers in the UK and resulting in 12.7% of sick days, the financial toll on businesses is substantial, reported to be over £50 billion annually. Therefore, providing mental health training not only supports employees but also potentially reduces these significant financial losses.
The research utilised anonymised survey data from thousands of firms in England, gathered between 2020 and 2023 by the Enterprise Research Centre at Warwick Business School. This data was part of a larger investigation into workplace mental health and productivity. The survey focused on whether the companies offered mental health training and the impacts of such initiatives on their operational metrics. Statistical controls were applied to account for variables such as industry, company size, and age.
Despite these promising results, Professor Blake and Dr Juliet Hassard stress the need for continued research. Future studies should explore diverse methods of delivering this training to ascertain the most effective approach. Dr Hassard commented on the challenge of persuading employers to invest in mental health initiatives, yet the study’s findings present a clear strategic advantage for those who do.
This research underscores the strategic value of mental health training for line managers, highlighting both its economic and operational benefits to businesses.
