We are all influenced by our line managers. They are hopefully the people in our organisation who employees are able to open up to, have those difficult work and personal conversations with, and those who can help to develop us, encourage us and inspire us. A line manager is critical for every ‘touch point’ an employee has throughout the employment cycle, and virtually every ‘high point’ an employee experienced with their employer is mediated through their relationship with their line manager. For many employees, the line manager may be the lens through which they see an organisations policies, practices and values, but can also be the window through how an organisation sees them. Good line managers can help unlock and encourage an employee’s productive capacity in the workplace. However, on the flipside, poor managers can quickly douse and stifle employee growth and engagement, for even the most motivated of employees. This session aim to highlight the importance of the line manager in this changing world of work – their role for employee health and wellbeing, and what the future of line management could look like in the next 20 years, as the workplace develops. Learning outcomes for delegates: The presentation seeks to inform delegates of: - The importance of line managers for employee health and wellbeing - The importance of looking after managerial health - Why organisations need to be thinking about the line managerial role if they want good line managerial practice - What organisations may want to think about in terms of line managerial competencies for the future of the workforce - Practical hints and tips for best practice