Recent analysis of workplace wellbeing initiatives reveals a critical oversight in organisational strategy: the pivotal role of middle management in determining programme success or failure.

According to the CIPD, line managers are responsible for managing employee absence in 70% of organisations, making them central to any wellbeing strategy. However, many lack the confidence and training to fulfil this role effectively. In fact, ‘management style’ is still one of the most common causes of stress-related absence in the workplace.

Leadership burnout is on the rise. The expectations placed on middle managers are increasing, and many report feeling overwhelmed, compounding the issue is the pressure managers themselves are under.

This raises an important question: how can managers support their teams if they aren’t supported themselves? The answer lies in modelling the same healthy behaviours we hope to see in others. By prioritising their own wellbeing, managers can lead by example, normalise healthy habits, and become visible champions of wellness initiatives.

Leadership Strategies for Team Wellbeing

At a recent wellbeing event, we heard inspiring stories of leaders actively showcasing their commitment to health. One manager blocked out time in their calendar specifically labelled for exercise. Another would walk a longer route through the office after an early gym session, making it visible they had prioritised physical activity, complete with gym bag and damp hair. Not everyone will feel comfortable doing the latter, but these anecdotes illustrate the subtle power of visibility. 

The following strategic approaches demonstrate how management behaviour can influence organisational wellbeing outcomes:

Step Away to Recharge: Whether working remotely or in the office, stepping away from your screen during the day is essential. A short walk, a gym session, or even some time outdoors for natural light can make a difference. Studies suggest that exercise breaks can boost performance by as much as 21%.

Make Time for Time Off: Time off matters. Even if you’re not travelling far, making use of annual leave helps prevent burnout. Set the tone by sharing your plans and encouraging others to fully disconnect while on leave.

Respect Boundaries: Avoid contacting employees while they’re on holiday unless absolutely necessary. Help them prepare for time off and give them space to catch up when they return. When you take leave, model the same behaviour.

Support Work Arrangements: Allow employees to shape their working patterns where possible. Flexible start and finish times, or occasional home working can support better work-life balance and reduce stress.

Connect Through Consistent Check-Ins: Build trust with frequent check-ins that go beyond deadlines. Ask how people are coping, and be open about your own pressures when appropriate. This creates psychological safety and allows for early intervention when someone is struggling.

Encourage Social Connection: Social ties have a big impact on workplace satisfaction. Help teams connect through shared interests. Group exercise, like lunchtime walks or fitness classes using employee benefits, is a great way to build these relationships.

Lead with Empathy and Trust: Poor management practices can damage wellbeing. Invest in training, avoid micromanagement, and create space for autonomy and creativity. Celebrate success and provide support when things don’t go to plan.

Be an Advocate for Workplace Wellbeing: Managers hold a unique position of influence, they are not only responsible for leading teams day to day, they can also shape company culture, influence senior leaders, and advocate for investment in employee wellbeing. Employees are more likely to engage with wellness programmes when they see their leaders doing the same.