How To Foster A Culture Of Support During Tough Times

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

A Manager Told Me ‘I Don’t Care About Your Personal Problems’—Here’s How I Changed the Culture Years ago, a manager told me something I’ll never forget: “I don’t care about your personal problems; they’re not my concern as long as you get the work done.” Those words hit me hard. As a Marine, I learned that leadership isn’t just about getting the job done—it’s about leading the whole person. 💥Did you know 57% of employees say they’d be more productive if their leaders genuinely cared about their well-being? The workplace isn’t just about tasks; it’s about people. Here’s how I’m changing the mentality: 👉 Empathy Over Efficiency: I prioritize understanding my team’s struggles, knowing that a supportive environment leads to higher performance and loyalty. Productivity comes naturally when people feel valued. 👉 Flexible Work Solutions: Life happens, and rigid policies only add stress. By offering flexible work arrangements, I give my team the space to balance their personal lives with their professional responsibilities. 👉 Mental Health Support: We provide mental health resources and promote open dialogue about challenges, reducing the stigma and creating a culture where it’s okay to not be okay. 👉 Celebrating Small Wins: Recognizing achievements, no matter how small, boosts morale. It’s a reminder that their efforts are appreciated beyond just hitting targets. 👉 Lead by Example: I share my own experiences, showing that even leaders have personal challenges. Authenticity builds trust and sets the tone for a transparent work culture. Being a leader means more than managing tasks; it means managing hearts and minds. Let’s build environments where humans aren’t treated like robots but as the valuable, whole individuals they are. #Leadership #EmpathyInAction #WorkCulture #EmployeeWellbeing #MarineLeadership #AIandAutomation

The vibe in America is not good right now. And most workplaces are pretending like it’s business as usual. People are struggling. Inflation is brutal. Healthcare access is unstable. Political uncertainty is high. Many employees are barely holding things together. And most workplaces are doing nothing to acknowledge these realities. The old “leave it at the door” mindset is not realistic. Employees can’t just compartmentalize when the world outside of work is actively harming them. If your company is operating like nothing is wrong, it’s failing its people. What you can do instead: 〰️ Give people more flexibility. If someone needs to step away for a mental health day, a protest, or personal safety - trust them to do so and get their work done. 〰️ Acknowledge reality. Silence sends a message. When things are heavy in the world, saying nothing is a choice. Even if it is just a short 'we know things are hard right now' at an all-hands or encouraging managers to check-in with their teams, it goes a long way. 〰️ Make space for people to step back. Expecting employees to maintain 100% engagement and productivity when their rights, safety, and security feel at risk is not leadership. 〰️ Offer real support. Can you provide mental health stipends? Emergency funds? PTO with no questions asked? Give people tangible options for care. 〰️ Drop the toxic productivity culture. People are not okay. The worst thing a company can do is push harder when employees already have nothing left to give. So what are you doing to acknowledge what people are going through right now? How can you take better care of your people?