Unmind’s latest research reveals some interesting insights on management training. Over three quarters (79%) feel that they do not have enough skills training and 74% say that they need training specifically to support mental health of employees.
This skills gap affects employee engagement and wellbeing. It also impacts organisational performance. Two in five employees are doubtful about their manager’s ability, and one in four feel unsupported when it comes to their mental health.
In order to prepare for the workplace of 2025, we must adapt management training to meet modern workplace demands. Leadership development is more than just operational efficiency. It’s also about creating environments that empower employees to thrive.
Building trust through meaningful actions
Trust is the foundation of effective leadership. Research shows that employee engagement and well-being are largely dependent on trust in leadership. Managers who communicate openly and listen actively build psychological safety.
In 2025, training that emphasizes emotional Intelligence and effective communication is essential.
AI can support this focus. It can, for example, allow managers to simulate challenging scenarios and get real-time advice on how to handle complex issues. These tools should be based on scientific rigour, ethical standards and provide managers with reliable, actionable insight.
You can’t expect a plant to flourish if you put it in the wrong conditions. The cultures of people and workplaces are similar.
Enhancing performance and productivity
The productivity and well-being of their team are directly related to the skillsets of managers. 66% agree that having a leader skilled in mental health and leadership positively impacts productivity. These aren’t soft benefits. People who feel valued, seen and heard work more focused, motivated and resilient.
Happier employees are more productive, and less likely than others to call in sick or quit their jobs. This contributes to the overall success of an organisation. Research analyzing data from over 1,600 US companies, and 15,000,000 employee surveys found the 100 most happy companies outperformed S&P 500 by 20% and Dow Jones since 2021. These findings highlight the link between employee well-being and business performance.
Leadership training in 2025 should focus on managerial skills such as goal setting, constructive feedback and celebrating successes, while also incorporating stress management and resilience techniques. This holistic approach allows leaders to create a workplace culture in which stressors and workloads are managed from the top down, instead of relying on individual employees to cope with challenging environments.
You can’t expect a plant to flourish if you put it in the wrong conditions. The same is true for workplace cultures and people. Overall performance is improved when managers have the power to create the conditions that allow their teams to flourish and regulate stressors.
Make leadership training a priority
In 2025, with 79% of managers stating that they do not have enough training, there will be a demand for more continuous and accessible learning.
Microlearning is a way to integrate best practices into the managers’ daily actions. It is more sustainable than expensive, but often less effective training sessions. Training that is effective equips leaders to recognize early signs of burnout, stress or anxiety and respond with sensitivity.
By 2025, organizations should integrate leadership development programs that promote mental health and enhance strategic decision making, adaptability, and crisis management. This dual approach will ensure managers are prepared to face the many challenges that come with leading modern teams.
We must equip managers with the necessary skills to lead with confidence and compassion.
Breaking down Barriers
Many managers find it difficult to adapt to changing workplace requirements, even with training. To create a culture that supports employees, it is important to be constantly learning and flexible. To achieve this, HR leaders should provide practice-based training to managers. Use role-playing exercises and simulated situations to help managers become more comfortable and capable of handling difficult situations.
Peer support networks are also a great way for managers to share their insights, experiences and methods with other managers.
Regular feedback loops such as anonymous feedback or pulse surveys can be used to gauge employee sentiments and identify key areas.
Do not leave your managers behind
Priority is clearly defined as we move forward in 2025. We must equip managers with the leadership skills they need to be effective, confident and compassionate.
We can create a culture of support and sustainability by investing in management training that is targeted. This will drive employee well-being as well as organisational success.
