How to Create Recovery-Friendly Workplaces

Not all trauma wears black or comes with a funeral. After my recent post on grief in the workplace (which clearly hit a nerve), I’ve been thinking about the other kinds of pain that walk quietly back into the office. The kind you don’t always see. The kind that doesn’t get casseroles or sympathy cards. Like: 🤍 A miscarriage no one knew about 🤍 A messy divorce behind Zoom smiles 🤍 Caregiver exhaustion from holding it all together 🤍 A PTSD flare-up 🤍 A silent struggle with anxiety or depression 🤍 A sexual assault they’re not ready to talk about Here’s the uncomfortable truth: If you lead people, you don’t get to ignore this. Leadership isn’t just about metrics and deliverables—it’s about people. And people bring their whole selves to work, whether we like it or not. So if your radar is off—if you’re too busy to notice someone’s gone dim, detached, or drowning quietly—then it’s time to recalibrate. You don’t need to fix it. You just need to see it. And say something human. Try: 💬 “I’ve noticed you’ve been quieter—how are you really doing?” 💬 “Do you want space or support?” 💬 “I’ve got your back, even if you don’t want to talk.” You won’t always get it right. That’s not the point. Showing up matters. Silence doesn’t help. Kindness does. Let’s stop pretending trauma clocks in and out. Let’s build workplaces that hold space for healing, not just productivity. Have you ever returned to work carrying something heavy? What helped—or what do you wish someone had done? Let’s make space for what’s real. #leadingthroughthetoughstuff #leadership #grief #trauma #heartbeatsnotheadcount

In the aftermath of navigating a toxic work environment, for new leadership it's crucial to understand that the path to healing is not paved with commands to "stop being victims." Such phrases do not facilitate recovery or foster a nurturing environment. Instead, they can further alienate and silence those who have already suffered in silence. Here's how we can truly support healing and foster a positive workplace culture: Empathy and Understanding: Recognizing the depth of the impact a toxic environment has on individuals is the first step. We must offer empathy and understanding, acknowledging that healing is a personal journey and what works for one may not work for another. Encourage Expression, Not Suppression: Encouraging individuals to share their experiences and feelings is vital. A culture that values open dialogue over silence helps heal wounds more effectively than one that urges people to simply move on. Promote Accountability, Not Avoidance: True healing begins with accountability. Leaders must acknowledge past mistakes and take tangible steps to prevent future occurrences. This approach validates those affected, showing that their experiences matter and are catalysts for change. Support Systems Matter: Access to professional support services for emotional and psychological healing is essential. Offering such resources demonstrates a commitment to the well-being of all employees, not just to the bottom line. Collective Engagement in Healing: Healing should be a collective endeavor. By involving everyone in the process of creating a more inclusive, respectful, and supportive workplace, we ensure that all voices are heard and valued. Focus on Growth and Learning: Recognize that overcoming a toxic past is an opportunity for growth. Embracing this mindset helps transform challenges into lessons, fostering a culture of resilience and continuous improvement. By focusing on these principles, we move beyond telling people to stop being victims. Instead, we offer real, meaningful support that acknowledges the pain, embraces the healing process, and fosters a culture of respect, empathy, and shared responsibility. Let's commit to creating a workplace where everyone feels valued, heard, and supported in their journey towards healing. #EmpathyFirst #HealingTogether #AccountableLeadership #SupportiveWorkplace #GrowthMindset

You're Not Broken – It's the System That Needs Repair After returning from mental health leave, I faced a "needs improvement" rating. The advice was to "Don't take it personally." 🤔 But how can one not? Ratings impact everything: - Salary adjustments - Career trajectory - Self-esteem - Trust in leadership When used punitively, especially in cases of burnout and mental health struggles, they contribute to what's known as "Moral Injury." The Need for Change is Evident and Backed by Data: - Forbes highlights the challenges big corporations face in implementing fair performance assessments. - Harvard Business Review discusses the stigma around mental health in workplaces. - A 2021 Mental Health America report reveals an escalating mental health crisis. - Lyra Health's 2023 study points to a critical gap in employee support for mental health. - A Kornferry survey shows 35% of employee stress originates from managerial pressure, with 80% feeling increased stress due to changes in leadership. - As Paul Gionfriddo, CEO of Mental Health America, notes, "The American workplace was unprepared for the COVID-19 pandemic's impact on employees." The lack of preparation persists, breeding mistrust in Employee Assistance Programs (EAP) and Human Resources. Employees fear stigma and retaliation for voicing their struggles. So, What's the Way Forward? - Training leaders in mental health literacy. - Promoting open dialogue on this widespread yet often silent issue. - Cultivating an environment of acceptance and understanding. - Offering genuine support to employees in need. - Tying leadership promotions and compensation to team wellbeing. - Recognizing the signs of a toxic work culture. - Seeking help when required. Your Thoughts? What other strategies should we consider to foster a healthier workplace? Change won't happen overnight, but it's achievable with collective effort. If you're facing difficulties, remember, my DMs are open. You’re in good company – hundreds have reached out already. You are not alone. You are not flawed. Together, we can make a difference. Stay strong. I'm here for you. ❤️ #changingwork #mentalhealth #conciousleadership #workplacewellness