Our latest research at Unmind reveals a telling insight on management training. Over three-quarters (79%) of managers feel they lack sufficient skills training, and 74% report a specific need for training to effectively support employee mental health.
This skills gap is not merely a managerial challenge; it impacts employee wellbeing, engagement, and ultimately, organisational performance. With two in five employees doubting their manager’s capability and one in four feeling unsupported in their mental health, the data compels us to act.
As we look ahead to 2025, management training must evolve to meet the complex demands of modern workplaces. Leadership development is not just about operational efficiency; it’s about fostering environments where employees feel empowered to thrive.
Building trust through meaningful action
The foundation of effective leadership is trust. Research consistently shows that trust in leadership is central to employee engagement and wellbeing. Managers who listen actively and communicate transparently build psychological safety – a state in which people feel they can share their thoughts and experiences openly, without fear of judgement.
Training that emphasises psychological safety, emotional intelligence, and effective communication will be crucial in 2025.
To support this focus, AI technology can play a role. For instance, it can enable managers to role-play challenging scenarios and receive real-time guidance on handling complex issues. These tools must be grounded in scientific rigour and ethical standards, ensuring managers receive reliable, actionable insights.
If you plant a seed in the wrong conditions, bad light, insufficient nutrients and water, it will never flourish. People and workplace cultures are the same.
Boosting performance and productivity
A manager’s skillset is integral to both the wellbeing and productivity of their teams. Some 66% of employees agree that having a manager skilled in leadership and mental health positively impacts their productivity. These are not soft benefits. Indeed, people who feel seen, heard and valued work with greater focus, motivation and resilience.
Happier workers are more productive and less likely to quit or call in sick, contributing to overall organisational success. Research analysing data from more than 1,600 US companies and 15 million employee surveys found that the top 100 happiest companies have outperformed S&P 500 and Dow Jones by 20% since 2021. These findings underscore the relationship between employee wellbeing and business performance.
In 2025, leadership training should enhance managerial capabilities such as goal-setting, constructive feedback, and celebrating wins while integrating stress management and resilience tools. This holistic approach enables leaders to create a culture where workloads and stressors are managed top-down, rather than relying on individuals to endure challenging environments.
If you plant a seed in the wrong conditions, bad light, insufficient nutrients and water, it will never flourish. People and workplace cultures are the same. When managers are empowered to regulate stressors and create the right conditions for their teams to thrive, this is reflected in overall performance.
Making leadership training a strategic priority
With 79% of managers believing they lack sufficient training, 2025 will demand a shift towards more accessible and continuous learning.
Always-on microlearning integrates best practices into managers’ day-to-day actions far more sustainably than costly, often less effective, one-and-done training sessions. Effective training equips leaders with the skills to recognise early signs of stress, anxiety or burnout and respond with sensitivity and timeliness.
For 2025, organisations should embed leadership development programmes that address mental health AND enhance strategic decision-making, adaptability and crisis management. This dual approach ensures managers are well-rounded and prepared to tackle the multifaceted challenges of leading modern teams.
We need to empower managers with the skills to lead with confidence, compassion and effectiveness.
Breaking down barriers
Even with training, many managers struggle to adapt to evolving workplace needs. Creating a culture of support requires ongoing learning and adaptability. To drive this, HR leaders can provide managers with practice-based training. For example, use role-play exercises and simulated scenarios to build comfort and capability in handling difficult situations.
Additionally, peer support networks can help managers share insights, experiences, and approaches with fellow managers.
When it comes to ensuring managers’ development aligns with evolving team needs, regular feedback loops, like pulse surveys or anonymous feedback, can gauge employee sentiment and identify key areas.
Don’t leave managers behind
As we make headway in 2025, the priority is clear. We need to empower managers with the skills to lead with confidence, compassion and effectiveness.
By investing in targeted management training, we can create sustainable, supportive cultures that drive both employee wellbeing and organisational success.
