Recognizing Employee Struggles As A Leader

One of the toughest moments you'll encounter as a leader is when your team is struggling, and you’re too busy to notice. Maybe your team has been working around the clock to meet a deadline. As the deadline approaches, the quality of work starts to slip, and tensions rise. But instead of jumping in to reprimand or simply push harder, you take a step back and ask: "I know we’ve been working hard, and I can feel the stress and pressure building. I want to understand how each of you is really feeling right now, beyond just meeting deadlines. What’s been weighing on you, and how can I help support you?" That’s radical empathy. And I think it’s the key for leaders looking to build and scale highly productive teams. It’s the kind of leadership that goes beyond metrics and deadlines. Radical empathy is about deeply connecting with your team in a way that acknowledges their struggles and humanizes their experience. It’s a commitment to listening, understanding, and acting in a way that prioritizes the person’s emotional and psychological well-being.

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

Leaders, if you’re going about your week like it’s business as usual, you’re failing your people. Your team is watching closely. They’re noticing what you say—and what you don’t. They’re paying attention to whether you acknowledge the weight they’re carrying or if you’re plowing ahead as if everything is fine. Everything is not fine. Your employees are struggling. The steady onslaught of policies targeting fundamental rights and safety is leaving many deeply unsettled—some fearful for themselves, their families, and their futures, others grappling with the broader uncertainty of what comes next. While these policies have an especially devastating impact on marginalized communities, their ripple effects create a climate of fear and instability that touches everyone. These aren’t abstract issues; they have real, immediate consequences for the people you work with every day. If you lead people, this moment demands more from you. Your team is carrying the weight of the world into work, whether you acknowledge it or not. Silence can feel like indifference. A simple check-in, a moment of understanding, the flexibility to step away—these are not small gestures. They are lifelines. And this isn’t just about them—it’s about you too. If you lead a team, you are also carrying the weight of these times. Leadership isn’t just about supporting others; it’s also about modeling what it means to care for yourself. Give yourself grace. Seek support when you need it. Show your team that it’s okay to be human. Not sure how to start the conversation? Here are three ways to check in today: 1. “I know a lot is happening in the world right now that is weighing heavily on people. I just want to check in—how are you holding up?” 2. “If you’re feeling overwhelmed or distracted today, you’re not alone. If there’s anything I can do to support you, let me know.” 3. “I recognize that current events are hitting people differently. If you need space, time, or flexibility, let’s talk about what that looks like.” If you are in a senior leadership or senior management position, please don’t assume this message is just for those managing frontline teams. These issues are affecting people at all levels of your organization. Your team will remember your compassion—but they will also remember your silence. We cannot fix everything, but we can decide to show up for our people. Please do.