Strategies for Supporting Employees During Tough Times

So, yesterday sucked because layoffs suck. 🙁 But I'm writing this from the perspective of someone who wants to support those that were directly impacted. I know that it can sometimes be tough to know what to say and/or do when your friends/former coworkers are actively dealing with the news of having loss their employment. And if you're wondering, what could you do to support them, here's what I've found to sometimes be helpful: 1. Understand that not everyone copes or heals the same as you. Some people may be avoidant (and that's OK), some people may want to vent (and that's OK), and some may want advice (and that's also OK). There's no wrong way to deal with this. But as a supportive friend and/or colleague, let the impacted person drive the conversation...NOT you. 2. Mitigate speculating why it happened to "them". I know this one is tough because the rumor mill is working overtime. The only individual(s) who know why they were selected are the decision makers. There's already enough self-doubt floating around in their head. Avoid adding to any false narratives because the weight of feeling worthless or incapable can live inside someone for a very. long. time - even once things turn around for them. 3. Try to avoid asking "what's next" too soon. I know you're curious to know, I get that. But on one hand - it's not our business. And on the other hand, give people room to process what has happened to them. They'll decide when it's the right time to share "what's next". 4. Help someone expand their network by introducing them to people within your network that are actively hiring. 5. Check-in on people periodically to see how they're healing. This doesn't mean you have to reach out daily (unless that's what someone has expressed they'd like). But follow up in 2 weeks and then maybe after 1 month, etc. Check if they need anything - like an intro to someone, a chance to hang out, or just someone to talk to about anything that comes to mind. 6. You'll likely deal with "survivor's guilt" (i.e. feeling guilty or ashamed that you are still employed). And although that's a horrible and valid feeling, avoid centering this moment around yourself. ⬛ If you happen to know of any communities that have formed to support people impacted by tech lay-offs, please share links below. ⬛ If you're a hiring manager or know of open positions with companies, please share them below. ⬛ And if a friend/former-coworker reaches out for support, consider doing whatever you can within your power to assist. I am genuinely so sorry that this has happened. While I can't make any promises about what the future holds, I do have confidence that your talent will shine in wherever life takes those impacted next. ❤️

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

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?

🖼 Fuseli’s “The Nightmare” (1781) is one of my favorite paintings. I like it not because it’s comforting, but because it captures something we still don’t talk about enough: what it feels like to carry unseen stress. In this iconic Romantic-era work, a woman lies draped in sleep while a grotesque imp squats on her chest. Behind her lurks a shadowy horse, eyes wide in horror. It’s a visual metaphor for night terrors, but it resonates deeply with how anxiety can feel in waking life, especially in high-pressure work environments. 👉 The truth? Mental health still isn’t treated like physical health in many organizations. We champion fitness challenges and healthy snacks in the break room but ignore signs of burnout, chronic stress, or depression. Let’s change that. Here are a few best practices I’ve seen (and implemented) that make a real difference: ✅ Normalize check-ins that go beyond performance. Managers can ask, “How’s your workload feeling this week?” Not just “Are you on track?” ✅ Make mental health resources visible and easy to access. If your EAP is buried in an intranet or requires a scavenger hunt, it won’t help anyone. ✅ Treat PTO like recovery time, not a privilege. Don’t just approve time off. Encourage it. Model it. Respect it. ✅ Design work rhythms that allow for decompression. From no-meeting Fridays to quiet hours, small tweaks reduce the cognitive load. ✅ Train leaders in emotional intelligence. Psychological safety starts at the top. Art like The Nightmare reminds us that invisible burdens are just as real and sometimes just as paralyzing as any physical obstacle. Let’s build cultures where our people don’t need to wait until nightfall to be haunted by stress . 💬 How is your organization championing mental health? What’s working—and what still feels like a dream? #MentalHealthAtWork #PsychologicalSafety #Leadership #EmployeeWellbeing #Fuseli #OrganizationalCulture #LearningBites #WorkplaceAnxiety #MentalHealthAwareness