Recognizing the Signs of Mental Health Struggles in Teams

Do not let your friends get to this point ↴ Rock bottom. In a profession like recruiting (external), many of us, including myself, have reached this point multiple times. The pressure is palatable, especially for high-pressure solo practitioners where our success determines if we feed our families. 👉 Let's break down the concerns ↴ 1. Burnout   → Unrealistic targets and the "always-on" nature of the job add to this stress and mental, physical, and emotional exhaustion. 2. Rejection Fatigue → The "No's" add up: Constantly dealing with candidates' & clients' rejections or disappointments can create feelings of inadequacy or failure. 3. Pressure for Performance → Intense Metrics-driven environments can result in overwhelming stress to meet KPIs. Economic factors, such as layoffs or hiring freezes, add further stress. 4. Emotional Toll of Candidate Support → Supporting them through brutal rejections or coaching them to improve can be draining. 5. Isolation in Remote Work → For some, the shift to remote recruitment has reduced in-office camaraderie, increased feelings of isolation & impacted mental well-being. 👉 What to look out for in our industry colleagues, friends and family↴ 1. Decreased Productivity Missed deadlines, lower placements, or poor performance relative to prior output. 2. Physical Symptoms → Fatigue, headaches, disrupted sleep, or drastic weight/appetite changes. 3. Changes in Attitude or Behavior → Irritability, reduced communication, or withdrawal from team interactions. 4. Reduced Job Satisfaction → Expressing dissatisfaction or lack of fulfillment in the role. (not standard sarcasm)🙄 5. Impaired Decision-Making → Difficulty managing priorities or making clear, strategic choices. 👉 Strategies to Address Mental Health in Recruitment ↴ 1. Normalize Mental Health Conversations → Provide a culture where discussing stress or seeking help is welcomed and not stigmatized. 2. Reasonable Targets and Metrics  → Ensure KPIs are ambitious but achievable to reduce unnecessary pressure. 3. Flexible Work Arrangements → Encourage work-life harmony through remote work flexibility or mental health days. 4. Mental Health Resources Offer access to counseling, therapy, or stress management programs. 5. Peer Support Networks → Build spaces where recruiters can share experiences & coping strategies. 6. Training Managers to Spot Signs → Equip leaders to recognize when team members need support & how to provide it effectively. Recruitment is a team sport & we must look out for each other as humans. Keep an eye on your friends who do this solo and check in on them. It's like a REAL check-in. Together, we can make a difference! 👉 And before you write some snarky comment about job seekers or other professions, YES, these tips can apply to all. But right now, I am focusing on my industry to spread the word and make a difference. Thank you!  

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

5 years ago, I hit “send” on a 2:13am launch recap, then stared at the screen, too numb to celebrate the win we’d chased for months. The next day, I asked a direct report how their “second week” was going. She gently reminded me that she joined two months ago. That was embarrassing b/c I pride myself on knowing my people and my team. And that was a wake-up call. Hitting pause felt reckless at first, but stepping away, sleeping more than 4 hours, and delegating tasks changed everything. Our pipeline didn’t collapse.  Our creativity actually spiked.  And our team morale was better than ever. Now “2:13 a.m. syndrome” is my shorthand. I always make sure to check in with my team regularly in 1:1s for the earliest signs of fatigue, and we course-correct before burnout happens. Burnout is a serious issue in the B2B space, especailly now with how fast things are moving. And this can have a significant impact on you and your team's productivity and morale. It's important to recognize the warning signs and have a plan for if/when you have to deal with it. 𝐒𝐲𝐦𝐩𝐭𝐨𝐦𝐬 𝐲𝐨𝐮 𝐦𝐚𝐲 𝐛𝐞 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐢𝐧𝐠 𝐛𝐮𝐫𝐧𝐨𝐮𝐭: 1. Increased fatigue and fatigue that persists even after rest  2. Loss of enthusiasm or motivation  3. Feelings of apathy or detachment  4. Negative thinking or outlook  5. Difficulty concentrating or remembering  6. Decreased productivity or quality of work  7. Physical signs of stress, such as headaches or stomachaches  8. Increased irritability or impulsiveness  9. Changes in sleep or appetite  10. Increased reliance on substances such as alcohol, drugs, or cigarettes 𝐖𝐚𝐲𝐬 𝐲𝐨𝐮 𝐜𝐚𝐧 𝐩𝐫𝐞𝐯𝐞𝐧𝐭 𝐛𝐮𝐫𝐧𝐨𝐮𝐭 𝐨𝐫 𝐦𝐚𝐧𝐚𝐠𝐞 𝐢𝐭 𝐢𝐟 𝐲𝐨𝐮'𝐫𝐞 𝐝𝐞𝐚𝐥𝐢𝐧𝐠 𝐰𝐢𝐭𝐡 𝐢𝐭 𝐫𝐢𝐠𝐡𝐭 𝐧𝐨𝐰: 1. Take regular breaks throughout the day  2. Get adequate sleep and rest  3. Exercise and eat healthy meals  4. Practice relaxation techniques such as deep breathing, yoga, or meditation  5. Connect with friends, family, and colleagues  6. Set boundaries between work and home life  7. Prioritize tasks and delegate when necessary  8. Practice self-care, such as taking a walk, reading a book, or getting a massage  9. Talk to a mental health professional for additional support  10. Develop a support network of people who understand your work and personal life 𝐖𝐡𝐚𝐭 𝐰𝐨𝐮𝐥𝐝 𝐲𝐨𝐮 𝐚𝐝𝐝? 😊