How to Create a Supportive Network for Employees in Distress

Supporting a Team Member Through Grief: Lessons in Awareness and Action The past month has been challenging for me personally. Losing my Mum has been one of the hardest experiences of my life. Grieving while leading a team hasn’t been easy, but it’s taught me a lot about trust, connection, and resilience. What’s helping me navigate this? Leaning in and trusting my team more than ever. By creating space for open communication and mutual support, I’ve seen our team grow and thrive during this challenging time. It’s a powerful reminder that we don’t have to carry everything alone—whether as leaders or team members. How does a team maintain 100% performance when one of its members is navigating grief or personal struggles? Life doesn’t pause for work. When challenges hit, they ripple across the team. But instead of ignoring or sidestepping them, teams that lean into support and awareness emerge stronger and more connected. Here’s what I’ve learned about supporting a grieving teammate: 🌟BE: Start with Awareness🌟 Awareness is the foundation. It begins with you: 1. Notice your emotions and energy. 2. Be mindful of others’ cues—both spoken and unspoken. 3. Recognize that grief doesn’t come with a rulebook; it’s deeply personal and unpredictable. When you’re aware, you create a culture where it’s safe to acknowledge emotions without judgment. 🌟DO: Actions to Support Your Team Member🌟 Awareness alone isn’t enough. Here are actions your team can take to create a supportive environment: 1. Ask for and offer support. Normalize asking for help—whether it’s extending a deadline or delegating tasks. 2. Give time and space. Grief is unpredictable. Some days are manageable; others are overwhelming. Respect that rhythm. 3. Hold space for sharing. Check in, create room for honest conversations, and simply listen. I once cried at a bakery because it reminded me of my Mum's favourite kueh. Sharing moments like these is part of the healing process. 4. Have each other’s backs. Step in to lighten the load when needed, without waiting to be asked. 5. Involve others in decisions. Collective ownership ensures the team doesn’t miss a beat. 6. Respect individual timelines. A productive morning doesn’t guarantee the afternoon will feel the same. Be patient and flexible. 🌟HAVE: A Culture That Thrives🌟 When you prioritize awareness and action, your team will gain: 1. Trust and inclusivity. Everyone feels valued and supported. 2. Resilience. Challenges bring the team closer instead of pulling them apart. 3. Sustainable performance. Balancing humanity with productivity ensures long-term success. Grief isn’t a roadblock; it’s a part of being human. When teams show up with compassion, they prove that emotions and performance can coexist beautifully—even in remote or cross-border setups. How does your team create a supportive environment during tough times? I’d love to hear your strategies. #business #team #growth #leanin #leadership #cassandracoach

Making workplace support easy to find A recent LinkedIn poll I ran showed that 45% of people were unsure who to ask or where to go for assistance in gaining adjustments or support in their workplaces. This highlights a simple but powerful truth that it’s not just about whether support exists, but how clearly it’s communicated and how easy it is to access. You may have some really good support systems but they may not be obvious or easy to find. Too often, employees only discover support options when they’re already struggling. Clear signposting can prevent this, helping people to thrive rather than survive at work. Here are five practical ways organisations can make support and adjustments easy to find and use: 1. Create a single, visible ‘Support Hub’ Develop a central place (intranet page, Teams channel, or digital dashboard) where all information about adjustments, wellbeing, and accessibility support is stored. Include contact names, request forms, FAQs, and examples of adjustments others have used successfully. 2. Use your everyday tools effectively Make use of existing software such as Microsoft 365, Google Workspace, or Slack to share accessibility tips and tutorials. For example, highlight built-in accessibility features (dictation, screen readers, captioning) and how to activate them. 3. Map accessibility from door to desk Provide clear guidance about physical accessibility - good way marking such as how to find your way around buildings, quiet spaces, parking, toilets, and if there are sensory environments. Include visual maps and contact points for anyone who needs specific adjustments before visiting. 4. 'Normalise' asking for support - see it as optimisation tools for all. Train managers and HR teams to talk openly about adjustments as part of regular conversations for all and not only during crisis points. Build “adjustment check-ins” into one-to-ones or onboarding processes so support becomes a part of working life for all. 5. Share stories and examples Hearing from colleagues who have used adjustments helps to reduce stigma and increase uptake. Case studies, short videos, or internal blogs can demonstrate that getting support is positive and proactive not a sign of weakness and ideas can help us all. When employees know where to go and who to ask, they’re more likely to seek the help they need early. Call to action: 👉 How does your organisation show what support and adjustments are available and how easy is it to find? What helps you?

Wellbeing Support Structures Checklist: (Save this post for later and see how many you have/need). People-based supports 👥 Peer support & mentoring - informal or structured buddy systems for connection and debriefing 👥 Microcultures - empowering teams to set their own wellbeing norms 👥 Wellbeing champions - trained staff who promote and support wellbeing initiatives 👥 Mental Health First Aiders/responders - early support for those in distress 👥 Health & wellbeing consultants - proactive guidance, coaching, and follow-up 👥 Employee Assistance Program - on-demand mental health support 👥 Psychological safety advocates - people trained to foster safe team dynamics Professional text and email support - anonymous if needed Leadership and organisational supports 🙋♀️ Visible and engaged leadership - role-modelling wellbeing behaviours and setting expectations 🙋♀️ Manager training - supporting leaders to respond to mental health, stress, and burnout 🙋♀️ Regular check-ins - catching issues before they escalate 🙋♀️ Return-to-work support - structured pathways back from leave or burnout 🙋♀️ Workload and role clarity reviews - aligning expectations with capacity Environmental supports 🏢 Wellbeing rooms/quiet spaces - for rest, privacy, or emotional decompression 🏢 Flexible work arrangements - autonomy in how, where, and when work is done 🏢 Rosters that respect recovery time - ensuring adequate breaks between meetings/projects/sprints 🏢 Ergonomic workspaces - reducing physical strain and supporting comfort 🏢 Healthy food access/hydration stations - subtle nudges toward better choices Digital and resource-based supports 💻 Digital wellbeing platforms - apps, platforms and web-based info and activities 💻 Resource libraries - self-directed learning, articles, and videos on the topics your people care about 💻 Anonymous feedback tools - safe space for raising issues or suggestions 💻 Pulse surveys - regular check-ins on stress, morale, and needs Support is more than an EAP phone number on a poster - it comes in many different forms. How many of these do you have in place? How many would be simple to implement? #humanresources #support

As a manager, your role extends far beyond just overseeing tasks and hitting targets; you're also a steward of your team's mental health. Here's how you can play a pivotal part in fostering a mentally healthy work environment: 1. Be a Role Model for Mental Health: - Your Behaviour Sets the Tone: Model healthy work-life balance. If you're always working late or skipping breaks, your team might feel pressured to do the same. - Share Your Own Journey: Speaking openly about your own mental health challenges can de-stigmatise the topic and encourage others to do the same. 2. Encourage Open Conversations: - Normalise Mental Health Talks: Make mental health a regular part of your discussions. This could be as simple as starting meetings with a brief check-in on how everyone is feeling. - Create Safe Spaces: Ensure that your team knows that discussing mental health will be met with support, not judgment. This might involve training on how to handle such conversations sensitively. 3. Provide Resources and Support: - Know Your Resources: Be aware of and communicate the mental health resources available, whether it's an Employee Assistance Program (EAP), counseling services, or mental health days. - Facilitate Access: Help employees access these resources by simplifying processes or even walking them through the first steps if necessary. 4. Monitor Workload and Stress: - Balance Workload: Keep an eye on workload distribution to ensure no one is consistently overwhelmed. Use tools to manage tasks and projects efficiently. - Intervene Early: If you notice signs of stress or burnout, step in. Offer support, perhaps adjust responsibilities temporarily, or suggest taking time off. 5. Promote Work-Life Balance: - Encourage Time Off: Make it clear that taking vacation time or sick leave for mental health is encouraged, not frowned upon. - Flexible Working: When possible, offer flexible hours or remote work options to help employees manage personal commitments alongside work. 6. Educate Yourself and Your Team: - Training: Invest time in mental health training for yourself and your team. Understanding mental health issues can lead to a more supportive workplace culture. - Awareness Campaigns: Participate in or initiate mental health awareness campaigns that can educate and open up dialogue. Implement a simple, anonymous survey or a brief one-on-one where you ask team members about their stress levels and how supported they feel. Use this feedback to make informed changes. Let’s create space where people can manage their mental health without feeling pressure to be something else. The more we talk the more this decreases. #mentalhealth #leadership #managerenablement

20% of adults live with chronic mental illness. That's 1 in 5 of your employees dealing with conditions like depression, anxiety, or bipolar disorder. And most of our workplace mental health initiatives? They're built for crisis management, not long-term support. I just read new research from Emily Rosado-Solomon and Sherry M.B. Thatcher that challenges how we think about supporting these employees. The key insight? The coping strategies people develop during their GOOD days determine how well they navigate their hard days. What does this mean for leaders? It's not about teaching people how to "manage" their conditions. Most employees with chronic mental illness already know what they need. It's about removing the barriers that keep them from accessing it. Three practical shifts: Invest in authentic relationships. Create space for genuine workplace connections to develop. Design offices with both communal AND private spaces. Model that it's okay to talk about hobbies and life outside work. Don't force team bonding—make room for it. Strong relationships with coworkers who understand your specific work context become lifelines during difficult moments. Real flexibility matters. Not "you can work from home on Fridays" flexibility. I'm talking about the kind that lets someone attend therapy on a Tuesday at 2pm without guilt or explanation. Benefits that actually work. Robust mental health coverage isn't a perk—it's essential. Include access to diverse providers who reflect different cultural backgrounds and therapeutic approaches. This isn't just good DEI practice. It's good business. Employees with chronic mental illness bring extraordinary value to organizations. But only when we stop treating mental health support as a checkbox and start building systems that work for people's actual lives. The question isn't whether you have an EAP. It's whether you're providing the kind of ongoing support that makes crises few and far between. #DEI #MentalHealthAtWork #InclusiveLeadership #WorkplaceWellness #HRLeadership https://lnkd.in/gzn_AmxV

Two recent tragic events highlight a crucial issue in the sales profession: the extreme pressure to achieve targets can have severe consequences on the well-being of salespeople. As a Sales Head or Business Head, it is essential to create an environment where targets drive motivation, not distress. Here are some strategies to help salespeople manage pressure and perform better: 1. Set Realistic and Achievable Targets: • Data-Driven Goals: Use historical data and market analysis to set realistic sales targets. This ensures that goals are challenging but attainable. • Input-Based Targets: Focus on activities that drive results (calls made, meetings set) rather than just output (sales numbers). This allows salespeople to focus on what they can control. 2. Promote a Culture of Support and Transparency: • Regular One-on-One Check-ins: Encourage managers to hold regular check-ins with their team members to understand their struggles and offer support. • Open Communication: Foster a culture where salespeople feel comfortable discussing the pressure they face. This can help address issues before they escalate. 3. Offer Training and Skill Development: • Stress Management Training: Conduct workshops on managing stress, time management, and productivity. • Sales Skill Training: Improving their skills can make it easier for them to close deals, reducing the stress that comes from feeling unprepared. 4. Incentivize the Process, Not Just the Outcome: • Recognize Effort: Acknowledge and reward the efforts that salespeople put in, even if they fall short of targets. Celebrating progress boosts morale. • Non-Monetary Rewards: Recognize achievements with time off, public recognition, or career growth opportunities. 5. Ensure a Work-Life Balance: • Encourage Breaks: Ensure that salespeople take time off to recharge, especially after high-pressure periods. • Limit After-Hours Work: Discourage work outside of office hours unless absolutely necessary, allowing them to maintain personal time and reduce burnout. 6. Provide Mental Health Support: • Access to Counseling: Offer access to mental health support, such as counseling services or stress management resources. • Create a Safe Space: Make it clear that seeking help is a sign of strength, not weakness, and ensure that employees know how to access support. 7. Review and Adjust KPIs Regularly: • Dynamic Targets: Be open to adjusting targets when market conditions change significantly. This demonstrates empathy and a commitment to supporting your team through challenges. • Solicit Feedback: Regularly gather feedback from the sales team on the feasibility of targets and use this input to make adjustments. By focusing on these strategies, you can help create a healthier and more productive sales environment. The aim should be to transform pressure into a motivating challenge rather than a source of anxiety, ultimately leading to better performance and well-being for your team.

Do you have a process in place for your people who are going through or have been through any sort of traumatic experience? I hear all too often and have worked with clients who have been through something challenging in their life and the place of employment did nothing or the bare minimum to show their support. I struggle to wrap my head around this. Supporting employees who have experienced trauma is crucial for fostering a compassionate and resilient workplace. I want to share two effective ways to provide support that could go a long way and show your people that you care about them as people and not just an employee: 1. Offer Flexibility: When someone has gone through a traumatic experience, rigid work schedules can add to their stress. Offering flexible hours, remote work options, or time off can help them manage their recovery without feeling pressured to meet usual expectations. This flexibility shows that you value their well-being and trust them to manage their responsibilities at their own pace. 2. Provide Access to Resources: Ensure that employees have access to mental health resources, such as counseling services, support groups, or employee assistance programs (EAPs). Sometimes, just knowing these resources are available can be a huge relief. Encourage an open-door policy where employees feel comfortable discussing their needs, and make sure they know where to find help. What Support Can Look Like: In a professional environment, support means creating a space where employees feel seen and heard. It’s about offering compassion without judgment and providing the tools they need to navigate their situation. Whether it’s through regular check-ins, adjusting workloads, or simply acknowledging their experience, every action counts in building a supportive and understanding workplace. What other suggestions do you have? What is working for you as a leader or as a company? #trauma #support #resources #impact #leadership #peoplefirst

Our people are struggling these days. I recently spoke with a senior leader at a large university who shared something that stayed with me: People are crying in their offices. It’s a difficult time for many, for reasons that extend beyond the workplace. People are carrying stress about their families, their health, their finances, and the world around them. Even if you personally aren’t feeling the weight of these challenges, someone around you likely is. As leaders, colleagues, and human beings, we have a responsibility to create environments where people feel supported. So what can you do when you notice employees struggling? Here are a few resources you can offer: 🫶Employee Assistance Programs (EAPs): Many organizations provide confidential counseling and support services at no cost to employees. If your company has one, make sure people know how to access it. 🫶Mental Health Days & Flexible Work Options: A little breathing room can make a big difference. Encourage employees to take time when they need it and, when possible, provide flexibility in schedules or workload. 🫶Peer Support & Affinity Groups: Creating space for connection—whether through formal employee resource groups or informal check-ins—can help people feel less alone. 🫶Manager Training on Mental Health Awareness: Many leaders want to support their teams but aren’t sure how. Providing training on recognizing signs of distress and having compassionate conversations can empower managers to step up in meaningful ways. 🫶Clear Communication About Available Resources: Sometimes, the biggest barrier to getting help is simply not knowing what’s available. Regularly share information about benefits, policies, and external support options. More than anything, remember that small acts of care and understanding go a long way. A simple check-in, a willingness to listen, and a culture that normalizes asking for help can make all the difference. We are humans first before we're employees and leaders. How is your organization supporting employees through challenging times? #leadership #support #teams

🌟 Leading with Empathy: Supporting Your Team Through Life's Challenges 🌟 I had some amazing conversations this past week and wanted to share my thoughts. As managers, we're not just responsible for driving business results; we're also entrusted with the well-being of our team members (contractors and employees). Life's challenges, whether it be divorce, loss, or personal struggles, can deeply impact an individual's professional life. Here are four ways we can foster a supportive environment for our team during difficult times: 1️⃣ Create a Culture of Compassion: Lead by example by demonstrating empathy and understanding. Encourage open communication and assure your team that it's okay to discuss personal struggles without fear of judgment. By fostering a culture of compassion, you cultivate a supportive work environment where individuals feel valued and understood. 2️⃣ Clarify Roles and Responsibilities: Provide clarity on job expectations and responsibilities, ensuring that your team members understand what is expected of them. By making their roles crystal clear, you alleviate unnecessary stress and uncertainty, allowing them to focus on navigating through life's challenges without added work-related worries. 3️⃣ Flexible Work Arrangements: Recognize that employees may need flexibility to attend to personal matters during challenging times. Offer flexible work arrangements such as remote work options, flexible hours, or additional time off to accommodate their needs. By prioritizing work-life balance, you demonstrate that you value your team's well-being beyond their contributions to the business. 4️⃣ Provide Resources and Support: Ensure that your team members are aware of the resources available to them, both within the company and externally. This may include Employee Assistance Programs (EAPs), counseling services, or support groups. Encourage individuals to seek the help they need and reassure them that it's a sign of strength, not weakness, to ask for support. By proactively supporting your team through life's challenges, you not only foster loyalty and trust but also enhance overall morale and productivity. Let's lead with empathy and compassion, creating a workplace where every team member feels supported and valued. Tag a fellow manager who prioritizes employee well-being, and let's inspire others to lead with empathy! 🌟 #LeadingWithEmpathy #SupportiveWorkplace #TeamWellBeing Personal Reflection: I was homeless for a month when I was starting Syssero® and while I didn't have a manager, I had friends (Ryan Massie, Cassandra (Cazzi) Coleman, Julie Christenson and many more) and family who supported me along the way. You never know what others are going through, they don't have to tell you, but you can be the empathic leader that gives them clarity through the chaos.

Your managers are asking, "how do I support my stressed team members?" but your HR leaders are preparing the entirely wrong kind of solutions. The default HR playbook for when a crisis bleeds into the workplace is an exercise in addressing symptoms. It correctly assumes that workers are distracted and distraught, and that insisting on business-as-usual doesn't help — but treats the situation as fleeting, and the distress as easily bandaid-ed away. Your employer may organize a sixty-minute event "to make space for hard feelings." They may give vague directive to managers to "extend more grace on the next deadline," or invite workers to utilize an Employee Assistance Program. Well-intentioned, yes. But woefully inadequate to address our present reality: business-as-usual is gone. There were more mass shootings than days of the year in 2025, a whopping 408. As of December 14th last year, before the high-profile murders this January, ICE had detained 68,400 people with 32 dying in custody — a grim record. In 2024, about 11 million Americans had to relocate due to extreme weather, including hurricanes, floods, and wildfires. All together, the events that follow us to work are far more numerous and blended than most leaders even realize. And the feelings increasingly materialize as disconnection and dissociation at work. "Will my child be shot at school while I'm putting together this spreadsheet?" "Will my neighbor be detained while I'm sitting through this meeting?" "Will my friends and family members lose civil rights protections while I'm rewriting this email?" You can throw grief workshops, "spaces for hard feelings," or vague deadline extensions at your workforce all day and these feelings will persist. If you truly want the full attention and engagement of your workers in these upside-down times? Start by rethinking business-as-usual altogether. 🪴Design team- and community-building into your default collaboration process, to ensure connection by default no matter the workflow. 🦺 Set strong and values-driven guardrails for who you intend to sell your products and services to, and develop processes to terminate agreements that breach those guardrails. 🌻 Create avenues for prosocial contribution directly intertwined with your core business offering. Turn accessibility, inclusive and universal design into key processes that make your products/services better, extend your mission, and best serve your customers and clients. 🗫 Involve your workers in more decisions. Soliciting and collecting feedback on which pain points are highest priority and what unsolved needs need solving not only helps the business, but gives people the sense that their input and their work matters. These dark times demand more than a one-off HR response. Your people increasingly expect that your business will at minimum do no harm, and ideally contributes to a better status quo, a better democracy, a better world. How will you meet that challenge?