More organisations in the Dutch market make well-being a priority, with mental health training for managers becoming an essential focus. But how prepared do managers really feel, and do employees experience that support?
To find out, we surveyed employees and managers across the Netherlands, asking:
Are managers truly ready to support mental health in the workplace?
We examined manager confidence and capability, as well as how employees perceive their support. The results uncovered some interesting findings.
The benefits of mental health training for managers are widely recognised. While training is in place and most managers feel confident in handling mental health, the findings suggest there’s still room for improvement.
Summary of our key findings:
- 91% of employees say work negatively impacts their well-being, yet many don’t know where to turn.
- 88% of managers feel confident handling mental health, but only 25% of employees feel genuinely supported.
- 49% of employees say their manager has never started a conversation about mental well-being.
- 60% of employees believe their managers need more mental health training.
- 95% of managers, also those who receive training, still say they need more guidance.
Let’s explore these findings in more detail.
Get the full picture
The Workplace Takes a Toll on Mental Well-being
About 91% of employees say their work negatively affects their overall well-being in some way.
Tight deadlines, heavy workloads, and constant pressure to perform all contribute to stress in the workplace. This makes it harder for employees to maintain a healthy work-life balance.
Mental health isn’t just a personal struggle; it’s a workplace challenge. While organisations increasingly recognise the importance of mental well-being, awareness alone isn’t enough. Good intentions need to be matched with real action.
Key Takeaway: Workplaces are at a turning point. To move beyond awareness for mental health, organisations need to ensure that well-being isn’t just acknowledged but actively supported.
Mental Health is on the Leadership Agenda
It’s clear that mental well-being is a growing priority in leadership and business.
- Only 4% of managers say their performance isn’t evaluated based on their team’s happiness or well-being.
- 69% track employee engagement and 56% measure team happiness as well-being KPIs.
- 49% of managers monitor stress or burnout indicators.
- 86% of managers believe their team’s mental well-being directly affects productivity and performance.
Our data shows that well-being is a key focus for most employers in the Netherlands, with 83% of managers saying their organisation makes it a priority.
Key Takeaway: This awareness is a great starting point. When mental health is valued at a leadership level, organisations are in a better position to create working environments where employees feel genuinely supported.
Managers Are Confident, But Employees Aren’t Convinced
- 88% of managers say they feel equipped to handle mental health challenges.
- However, only 25% of employees feel truly supported by their managers.
- 60% of employees believe managers need more mental health training.
The finding doesn’t mean managers aren’t trying – they clearly care about their team’s well-being. Instead, it suggests that good intentions don’t always translate into effective support.
Understanding this gap is the first step to bridging it. When we know there’s a difference between how support is given and how it’s received, we can work on better ways to connect.
Key Takeaway: This gap between managers’ confidence and employee experience raises an important question. What does “feeling equipped” actually mean if employees aren’t benefiting from that confidence?
Even Trained Managers Feel Overwhelmed
- Nearly half of managers feel overwhelmed balancing performance and well-being responsibilities.
- Only 9% report never feeling this strain.
- 53% of managers receive formal mental health training, and 36% receive informal training.
- 95% of managers still say they need additional guidance.
The data shows that even with existing resources, the complexity of workplace mental health leaves many managers struggling to keep up.
Key Takeaway: Training alone isn’t the solution. Ongoing support, practical tools, and clear organisational strategies are needed to help managers move from feeling overwhelmed to making a real impact.
Mental Health Conversations Are Rare
Despite good intentions, mental health remains the elephant in the room at work.
- 51% of employees feel uncomfortable discussing mental well-being with their manager.
- 85% of managers believe they are equipped for these conversations.
- But 49% of employees say their manager has never started one.
Without open discussions, employees may hesitate to seek support, and workplace well-being remains an afterthought rather than an active priority.
Key Takeaway: Mental health support starts with conversation. When managers proactively check in, they break the stigma, foster trust, and create a culture where employees feel safe to speak up.
Actions Employers Can Take
To move from awareness to real impact, organisations must rethink how they support managers in leading mental well-being. Based on our findings, here are six key actions employers can take:
1. Go Beyond One-Time Training – A single workshop won’t equip managers with the skills they need long-term. Offer continuous learning opportunities that evolve with workplace challenges.
2. Provide Access to Experts – Give managers and employees access to psychologists, coaches, and mental health professionals so they always have someone to turn to.
3. Encourage Peer Learning – Managers need spaces to share experiences, learn from peers, and build confidence in handling sensitive well-being conversations.
4. Support Managers with Practical Tools – Provide frameworks, conversation guides, and digital resources to help managers feel more prepared in day-to-day situations.
5. Make Mental Health a Leadership Priority – Go beyond one-off mental health training—integrate well-being into leadership, culture, and ongoing conversations to create lasting impact.
6. Create a Culture of Open Conversations – Equip managers to lead by example and integrate mental health discussions into regular team check-ins—removing stigma and normalising support.
Key Takeaway: Managers are willing, and employees are asking for better support. But real change requires an ongoing journey—not just a one-time initiative. With continuous learning, expert guidance, and shared experiences, managers can develop the skills they need to lead with confidence and care.
Final Thought
Mental health training is just the beginning. Organisations that commit to long-term support and leadership development will create workplaces where mental well-being isn’t just an awareness topic—it’s an active priority.
At OpenUp, we empower managers and employees to thrive at work and beyond. Our accessible mental well-being platform helps more than 2,000 organisations build resilient, engaged teams through:
✔ Individual sessions with psychologists and lifestyle experts
✔ Interactive group sessions and masterclasses
✔ Self-guided learning tools
