Building Resilience as a Manager
Supporting Your Team’s Mental Health
The workplace is constantly evolving, bringing new challenges and pressures that can impact both managers and their teams. Deadlines, organisational change, high expectations, and the unpredictability of daily tasks can create stress, affecting performance and well-being. As a manager, your role is not just about leading projects, it’s also about creating an environment where your team feels supported, engaged, and resilient in the face of challenges.
But resilience isn’t just about “toughing it out.” It’s about developing the mental flexibility to adapt to change, recover from setbacks, and maintain a positive mindset under pressure. And when managers prioritise resilience, they don’t just help themselves- they create stronger, more motivated teams.
Why Resilience Matters in Leadership
Managing people isn’t easy. You may be navigating tight deadlines, handling difficult conversations, or managing an underperforming employee- all while keeping your own stress in check. A resilient manager:
Handles pressure effectively, setting a positive example for the team.
Communicates with confidence, even in difficult situations.
Supports employees’ well-being, fostering a workplace where people feel valued.
Encourages problem-solving, helping teams to adapt rather than feel overwhelmed.
When resilience is lacking, managers may unintentionally create stress, leading to disengaged employees, higher absenteeism, and even burnout. In fact, a report by Gallup found that 75% of employees leave their jobs due to issues related to their manager, rather than the job itself.
So, how can managers lead with resilience and create a more mentally healthy workplace?
Workplace Scenarios: Common Managerial Challenges & Resilient Responses
Handling Resistance to Change
Scenario: Your company announces a major organisational change programme and your team is feeling anxious. Productivity drops and employees seem disengaged.
Non-Resilient Approach: Brushing off concerns and expecting employees to “just adapt.”
Resilient Approach: Acknowledging concerns, providing clear communication and offering reassurance. Organise a team meeting to discuss the changes, encourage open questions, and focus on what’s within their control.
Managing a High-Pressure Deadline
Scenario: A client has moved up a deadline and now your team must complete a project in half the time. Stress levels rise, and employees start making mistakes.
Non-Resilient Approach: Pushing harder, micromanaging and adding pressure without support.
Resilient Approach: Breaking the task into smaller, manageable steps, delegating effectively and setting realistic priorities. Remind your team of past successes in handling pressure, reinforcing their ability to overcome challenges.
Supporting an Employee Struggling with Mental Health
Scenario: One of your team members has been quieter than usual, missing deadlines and withdrawing from conversations.
Non-Resilient Approach: Assuming they are just unmotivated and pushing for better performance without addressing the underlying issue.
Resilient Approach: Checking in privately, expressing concern, and asking open-ended questions like: “I’ve noticed you seem a bit overwhelmed lately. Is there anything I can do to support you?” Offer resources such as mental health support or flexible working options if needed.
Receiving Negative Feedback from Senior Leadership
Scenario: Your boss criticises how you handled a recent project, making you feel demotivated and unsure of your abilities.
Non-Resilient Approach: Taking the feedback personally, feeling defeated, and becoming defensive.
Resilient Approach: Viewing the feedback as an opportunity to grow. Ask for specific ways to improve, reflect on lessons learned, and move forward with a proactive mindset.
Practical Strategies for Building Resilience as a Manager
Lead with Emotional Intelligence
Resilient managers practise self-awareness and empathy. When you understand your own stress triggers and emotions, you can regulate them better and lead with composure.
Tip: Start meetings by checking in on your team’s well-being, not just their to-do lists.
Encourage Open Conversations About Mental Health
A study by Mind found that 30% of employees don’t feel comfortable discussing mental health with their employer. Normalising these conversations helps create a culture of trust.
Tip: Make it clear that mental health is a priority by actively listening and showing support when employees raise concerns.
Model Work-Life Balance
If managers are constantly working late and responding to emails at all hours, employees will feel pressure to do the same. Resilience thrives in workplaces where recovery time is respected.
Tip: Encourage your team to take breaks, step away from screens, and disconnect after work hours.
Help Employees Reframe Challenges
Encourage a growth mindset, where setbacks are seen as learning opportunities rather than failures.
Tip: When something goes wrong, ask: “What can we learn from this?” rather than “Who is to blame?”
Invest in Resilience Training
Resilience is a skill that can be developed with the right tools. Digital mental health solutions, such as our CPD-Certified Resilience Development Programme, provide structured guidance to help individuals strengthen their coping mechanisms.
How The Resilience Development Programme at Can Support You
At PsycApps, we provide evidence-based digital resilience training designed to support managers and employees in developing emotional resilience, managing stress, and improving workplace well-being.
What Our Programme Offers:
Scientifically Backed Techniques – Based on Cognitive Behavioural Therapy, Positive Psychology, and Neuroscience.
Interactive Digital Tools – Practical exercises to build resilience in real time.
Designed for the Workplace – Helps teams enhance productivity, engagement, and mental well-being.
By integrating The Resilience Development Programme, organisations can create a mentally healthy, high-performing workplace.
The Role of Resilient Managers
Resilience isn’t just about enduring stress- it’s about navigating challenges with confidence, building a positive team culture, and prioritising mental well-being. As a manager, your leadership sets the tone for resilience within your team.
By leading with empathy, adaptability, and proactive mental health strategies, you can create a workplace where employees feel supported, valued, and motivated to perform at their best.
Explore our CPD-Certified Resilience Development Programme to start your journey today.
