Manager Mental Health Training Matrix
Define the minimum behaviours every manager needs, then identify where specialist escalation is required.
Practical HR tool
This helps prevent the common failure mode where managers receive awareness training but still do not know what to do next.
Build your checklist
Tick items that are already reliably in place.
How to use your result
- 80–100%: strong foundation; validate with employee feedback and usage data.
- 60–79%: developing; close the few gaps most likely to affect access or manager response.
- 35–59%: material gaps; assign owners and dates before launching more awareness activity.
- Below 35%: prioritise a small, governed improvement programme.
Your generated summary
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Your answers stay in this browser. If it is useful, we can send you a copy of the summary you have just built, so it is in your inbox rather than in a tab you will close.
We use it to send this and, if it is useful, the occasional follow-up. One click unsubscribes, and it is a mailing list rather than an account. How we handle it.
People cannot use support they are not comfortable approaching.
EasierAsk is for organisations that have already trained Mental Health First Aiders and want to remove the social cost of asking. An employee can send a first message without their name being visible to the person who answers it — the same trained people, the same escalation routes, one condition removed.
Stated plainly: identity-hidden to the Mental Health First Aider, not anonymous in an absolute sense. There is an administrative record, a retention schedule and a documented safeguarding process, because a service nobody could run responsibly is not the goal.
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