The power of work: How organisations can support employee wellbeing

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By Vicki Cockman, Director of Training and Consultancy, Mental Health First Aid England

For those working in the countryside and conservation sectors, the connection between nature and wellbeing is clear. Whether preserving wildlife, maintaining green spaces, or engaging communities in conservation efforts, your work is vital not just for the planet but also for mental health. However, working in these sectors comes with unique challenges—demanding roles, exposure to the elements, financial pressures in local authorities and charities, and sometimes isolation. This makes it all the more important that organisations take proactive steps to support their workforce’s mental health.

Creating a culture of support

An effective mental health strategy isn’t just about offering reactive support when people struggle; it’s about creating a culture where staff feel valued, heard, and equipped to maintain their wellbeing. Research shows that positive work design—where employees feel psychologically safe, supported, and engaged—benefits both individuals and organisations. Yet, a disconnect remains between how leaders perceive workplace wellbeing and how employees experience it. Only last month, in partnership with Henley Business School, we published a White Paper: The Business Case for Belonging. It showed that 58% of senior leaders believe their organisation supports staff wellbeing effectively. However, only 31% of employees agree that their employer actively supports their mental health. This research, clearly highlights the disconnect between leadership perception and employee experience regarding workplace wellbeing.

To close this gap, organisations should assess their current practices:

• What’s working well?
• Where are the stress points?
• How do employees feel about their workloads, support systems, and workplace culture?

Only by truly understanding their workforce’s needs can organisations put in place meaningful support systems that lead to better mental health outcomes.

Supporting people managers

We know that managers play a critical role in shaping workplace culture and employee wellbeing. Research from the Workforce Institute at UKG shows that for nearly 70% of people, their manager has more impact on their mental health than their therapist or doctor - and it’s equal to their partner.

Yet, too often, managers feel unequipped to navigate conversations about mental health and performance. Last month, we launched a new course – Supporting Team Mental Health and Performance – to help bridge that gap by providing practical strategies and tools to build psychologically safe, high-performing teams where people and organisations can thrive.

By providing actionable strategies and practical applications, the training enables managers to recognise signs of stress, conduct meaningful check-ins, and have supportive one-to-one discussions, ultimately promoting a culture of openness, understanding, and proactive wellbeing.

Mental health first aiders: A key support network

Training, such as our Mental Health First Aid course, equips individuals with the knowledge and confidence to support colleagues. This helps to foster everyday conversations that promote a culture of openness, understanding, and proactive wellbeing. Mental Health First Aiders (MHFAiders®) are trained individuals who play a vital role in this support network, recognising signs of poor mental health, providing initial assistance, and guiding people towards appropriate resources. In 2024, we launched The Association of Mental Health First Aiders®, England’s first and only membership body for MHFAiders. It empowers these individuals to be brilliant in their role by providing exclusive access to a wide range of resources and support. This includes ongoing training and qualifications, events, and research, as well as fostering a strong community for MHFAiders to connect, collaborate, and share best practices.

By ensuring MHFAiders have access to continuous development and a supportive network, organisations can embed them effectively within their wellbeing strategy, creating a workplace culture where mental health is a priority.

Understanding stress and resilience

Stress is a natural part of working life, but when left unchecked, it can become overwhelming. Stress tolerance and causes vary from person to person, making it essential for managers and teams to understand individual needs. Recognising behaviour changes—such as withdrawal, irritability, or reduced engagement—can help identify when a colleague might need support.

Encouraging self-care strategies, workload management, and the ability to step away when needed all contribute to reducing cumulative stress. Work, when designed well, can provide structure, purpose, connection, and a sense of achievement—all of which contribute positively to mental health.

Our free resource, the My Whole Self: Managers’ toolkit, is a short guide written for managers working at all levels within organisations. It sets out some principles and practices that every manager should be developing to drive positive workplace wellbeing and create workplaces where everyone is safe to bring their whole self to work. It has been designed to help managers throughout the whole employee lifecycle, giving ideas and tools to support them in their role.

The power of green spaces

One of the greatest advantages for those working in conservation, countryside management, and urban green spaces is access to nature. Extensive research has demonstrated the benefits of green and blue spaces for mental health. Spending time outdoors can lower stress levels, improve mood, and boost overall wellbeing.

For organisations, this presents an opportunity to integrate nature into wellbeing strategies. Encouraging outdoor meetings, flexible working arrangements that allow time in nature, and using greenspaces for team-building activities can harness these benefits while reinforcing the importance of balance and rest.

Prioritising employee wellbeing in challenging times

Financial pressures on local authorities and charities mean that resources are often stretched thin. However, investing in employee wellbeing is not just the right thing to do—it also makes good business sense. Research by Deloitte shows that poor mental health costs UK employers £51 billion annually, with a return of £5 for every £1 spent on staff wellbeing initiatives.

Even simple, cost-effective interventions—such as creating peer support networks, offering wellbeing training, and fostering open conversations—can lead to healthier, happier, and more engaged employees. Learn more about rolling out wellbeing initiatives and training in the horticultural sector by exploring Perennial’s journey in creating a network of 100 MHFAiders, paving the way for better mental health support for horticultural workers.

Supporting the wellbeing of those who care for our countryside

Those working in countryside and conservation roles are already making a huge difference—to communities, to wildlife, and to the environment. But to sustain this work, we must also take care of those who dedicate themselves to it. By embedding strong support systems, empowering managers, leveraging the benefits of nature, and fostering a culture of openness, organisations can ensure that their people thrive—not just in their work, but in their wellbeing.

At MHFA England, we are committed to helping organisations build mentally healthy workplaces. By prioritising mental health, we can create environments where everyone feels seen, heard and valued.

Having worked with over 20,000 organisations, our team of workplace experts understand the nuances of workplaces and the barriers you may be facing. We know how to implement excellent training, robust systems, and practical policies to improve the wellbeing of your workforce. Email our team to find out how we can support you, to support your people.

Together, we can make a lasting impact—not just on our landscapes but on the people who care for them.

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