Balancing Performance Expectations With Mental Health

No wellness perk will offset the mental health impact of being assigned three people’s jobs. One of the most overlooked mental health tools at work? Realistic workloads. A few ways to do that: 〰️ Audit workloads regularly. Don’t wait for people to raise a red flag (many won’t until it’s too late). Check in on role creep, project scope, and hours worked. I like to add a question to growth conversations and performance reviews for managers to check-in on capacity and workload. 〰️ Match headcount to demand. If you’ve added three new programs and haven’t added staff, that’s not growth, it’s a recipe for burnout. 〰️ Make deprioritization part of the culture. If everything’s urgent, nothing is. Normalize saying, “What can we drop?” or “What’s the real deadline?” 〰️ Be specific about responsibilities. If a role includes a bullet like “supports team success” or “takes initiative on cross-functional projects,” what does that actually mean? Vague expectations open the door to endless tasks and overwhelm. Spell out what’s in scope, and what’s not. 〰️ Respect people’s capacity. When someone flags that they’re overextended, don’t just say “let’s circle back next week.” Make adjustments now and a plan to adjust in the long term. If you want a mentally healthy workplace, stop trying to fix people and start fixing the systems that are breaking them.

Do you ever feel like you're everyone's "work therapist"? Where people come to you and share their stresses, strains, pains and more? On one hand, it's wonderful to be helpful, compassionate, and supportive. (And boy do we need that more than ever!) On the other hand, unless you're actually a licensed mental health professional, you may be overstepping your helping role. This can both tax YOU emotionally, and underserve someone who really would benefit from professional help. As a manager, your role isn’t to diagnose or provide therapy, but to create the conditions where your team member feels supported, respected, and connected to the right resources. Here’s a breakdown of what's actually MORE helpful than being everyone's quasi-therapist. 1. Notice and acknowledge Pay attention to changes in behavior, performance, or engagement. Approach with empathy: “I’ve noticed you seem stressed lately—how are you doing?” 2. Listen, don’t diagnose Offer a safe, nonjudgmental space to talk. Focus on listening and validating feelings, not fixing or labeling the problem. 3. Connect to resources Know your organization’s policies, Employee Assistance Program (EAP), or mental health benefits. Encourage them to access professional help if needed. 4. Adjust work supportively Explore flexible options (deadlines, workload, schedules) where appropriate. Reinforce that performance expectations remain, but show willingness to adapt. 5. Model healthy behaviors Set an example by taking breaks, managing stress openly, and respecting boundaries. Normalize conversations about well-being so team members feel safer sharing. In short: Your role is to notice, listen, support, connect, and model. You’re not their therapist; you’re their leader, creating a culture where mental health is taken seriously and help is accessible. #mentalhealth #wellbeingatwork #stress

I spent years chasing productivity metrics while my anxiety quietly grew. The irony? Our obsession with measuring output often creates the very mental strain that undermines performance. 💭 People with strong workplace mental health support are 2x more productive and 50% less likely to burn out. Yet we measure output obsessively while ignoring the cognitive load crushing our teams. 📊 When was the last time you questioned whether endless meeting invites actually drive results? Or whether "urgent" really means urgent? Our brains need cycles of activation and recovery. When we deny this rhythm for constant availability, we create the very exhaustion we fear. 🌊 As someone who's experienced burnout firsthand, I know this truth: You can have amazing self-care practices and still crumble under unsustainable systems. The question isn't "do we need to talk about mental health at work?" But "can excellence survive without mental recovery?" cc: Kara Mohr, PhD, Dr. Cree Scott #MentalHealthAwareness #WellbeingIntelligence #WorkplaceDesign

Your manager pushes the team to hit KPIs and goals - They reach them, but employees burn out, and some leave. Is the team successful? I would argue: No I’ve seen this scenario far too many times: Companies celebrating "wins" at a steep human cost. - Late nights - Missed family moments - Stress that lingers long after goals complete Here’s the reality ↓ Unsustainable success isn’t real success. It’s a ticking time bomb. Healthy businesses start with healthy people. If your employees are sacrificing their mental and physical well-being to hit company goals, it’s time to rethink your approach. Here are 3 ways companies can shift the focus: 1. Set realistic workload expectations. Don’t treat overwork as a badge of honor. Adjust timelines and redistribute tasks when needed to avoid burnout. 2. Model and encourage balance. Leaders, take time off yourself and encourage employees to do the same without guilt. Show that rest is valued. 3. Invest in employee well-being. Offer mental health support, wellness programs, and flexible work options that let people thrive inside and outside of work. The best leaders don’t just chase KPIs—they create environments where teams can thrive sustainably. They right-size goals to match the resources available; not what they WISH was available. Long-term success comes from people who feel valued, supported, and energized—not drained. ♻️ Repost if you agree!