A recent Gallup report highlights a striking reality: managers have a greater impact on their employees’ mental health than therapists or doctors—and their influence even rivals that of a spouse or partner. This finding comes from a comprehensive survey of over 15,000 U.S. workers, underscoring the pivotal role managers play in shaping not just workplace performance but also the personal lives of their teams.
The data reveals that a manager’s behavior can make or break an employee’s mental state. Those with supportive managers who foster trust and encouragement report significantly higher levels of engagement—3.4 times more, to be exact—than those under less attentive leadership. Meanwhile, employees with disengaged or negative managers are far more likely to experience burnout, with 22% citing unfair treatment and 20% pointing to unmanageable workloads as key stressors. These conditions don’t just stay at the office; they spill over into home life, amplifying stress and dissatisfaction.
Gallup’s research also ties managerial influence to broader organizational outcomes. Teams led by engaged managers see a 39% boost in performance and are 59% less likely to lose talent to turnover. On the flip side, poor management fuels burnout, which costs companies dearly in productivity and retention. The report identifies five major burnout triggers—unfair treatment, excessive workloads, unclear communication, lack of support, and unreasonable time pressure—all of which managers can directly address.
So, what can managers do? Gallup suggests a shift from traditional oversight to a coaching mindset. Regular check-ins, clear expectations, and recognition of good work can go a long way. Employees with managers who excel in these areas are 2.7 times more likely to feel engaged and far less likely to burn out. For companies, the takeaway is clear: investing in manager training isn’t just a perk—it’s a strategic move to safeguard employee well-being and drive success.