Let’s talk about something that’s been quietly simmering under the surface of many Aussie workplaces: the impact leadership has on mental health. Spoiler alert — it’s big. Bigger than your GP. Bigger than your therapist. And at least as big as your partner (sorry, love).

According to the UKG Global Survey, a whopping 69% of employees say their manager has more influence on their mental health than any other professional support. That’s a lot of power, and a strong reminder of why leadership development matters, for someone who might still be figuring out how to use the mute button on Teams.

So, What’s Going On?

• • 60% of employees say their job is the biggest factor affecting their mental health.
  • 43% finish the workday feeling “often” or “always” exhausted.
  • 71% say work stress follows them home like a clingy cat.

And yet, many employees don’t speak up. Why? Some think their manager wouldn’t care. Others reckon they should just “toughen up.” But speaking up is how we build mentally healthy workplaces.

Managers: The Unsung (and Sometimes Stressed-Out) Heroes

Middle managers are doing it tough. They’re expected to deliver results, inspire their teams, and somehow stay sane through it all. Not quite half (40%) say they’re likely to quit in the next year due to stress, and 70% would take a pay cut for a job that supports their mental wellbeing.

So if you’re a manager reading this and thinking, “Yep, that’s me,” you’re not alone. And if you’re in HR or a leadership role, it’s time to ask: are we supporting our managers as much as we expect them to support everyone else?

What Can We Actually Do About It?

Here’s the good news — we don’t need to reinvent the wheel. We just need to steer it in a better direction. Try this:

1. 1. Ditch the superhero cape: Vulnerability isn’t weakness — it’s leadership. When managers share their own challenges, it gives others permission to do the same. No need for a TED Talk, just a bit of honesty.
   2. Encourage real time off: Not the “I’m on leave but still checking emails” kind. Proper, restorative, no-laptop-in-sight time off. And yes, that includes managers too.
   3. Train for emotional intelligence, not just KPIs: Empathy, listening, and stress management are the real power skills. Let’s stop treating them like optional extras.
   4. Make mental health part of the conversation: Not a one-off R U OK? Day. Not a poster in the break room. A regular, normal, human part of how we work together.

And this is exactly the sorts of things Head Strong will help with in our Leadership Training and 1:1 Coaching programs

Let’s Not Overcomplicate It

At the end of the day, people just want to feel seen, heard, and supported. That’s not fluffy — it’s foundational. And it’s something every workplace can do better, with the right tools and mindset.

Get in touch today and let’s make work a little less stressful (and a lot more human).