How you as a leader deal with the trauma your colleagues have in the workplace determines everyone’s success.

Sometimes it is impossible to keep calm and carry on.

With so many affected by catastrophes globally, nationally and locally that are top of mind, as well as additional personal considerations and tolerated toxic behaviors, learning how to effectively handle the impact on yourself, colleagues, clients and customers is a necessary skill.

As a leader, leaving time and space for individuals to honestly express themselves in the workplace — whether in person or remotely — about their concerns and to accommodate their needs with sensitivity is essential.

Understanding what post-traumatic stress disorder can do to colleagues and how to address the crossover to the workplace is critical.

“Understanding what post-traumatic #stress disorder can do to colleagues and how to address the crossover to the #workplace is critical. ”

Tanya Ford, a family liaison for the Occupational Safety and Health Administration, writes for the Department Of Labor blog, “The National Institute of Mental Health defines PTSD as a disorder that develops in some people who have experienced a shocking, scary or dangerous event. It can also be caused by witnessing a traumatic incident or after sustaining a painful, unexpected loss of a loved one.”

Didi Henley, founder of Henley Leadership Group, writes in Forbes, “Trauma can leave lasting emotional scars on employees, affecting their confidence, self-esteem, and sense of safety. This can lead to a decline in job satisfaction, increased absenteeism, and lowered productivity.”

Additionally, “Unaddressed trauma can contribute to a toxic work culture where employees feel unsafe and unsupported. This can lead to higher turnover rates, difficulties in attracting top talent, and an overall negative reputation for the organization.”

The stress is real. A new poll, Stress in America™ 2023, a nationwide survey by The Harris Poll on behalf of American Psychological Association of more than 3,000 U.S. adults shows 58% of adults 35-44 in 2023 experienced a mental health diagnosis.

“A new poll, Stress in America™ 2023, a nationwide survey by @HarrisPoll on behalf of @APA shows 58% of adults 35-44 in 2023 experienced a #mentalhealth diagnosis.”

The study also shows women have enormous rates of stress from a number of factors, but as it is impossible to separate work and life, all factors enter the workplace.

APA reports, “Women reported a higher average level of stress than men (5.3 versus 4.8 out of 10) and were more likely to rate their stress levels between an 8 and a 10 than men (27% versus 21%).”

The study shows, “Just 22% of all respondents said women’s rights were getting better in the United States. They felt similarly dismal about societal advances for other and overlapping groups, like people with disabilities, LGBTQIA+ people, and (BIPOC) populations.”

Denying the stress of grief or any other cause is not just old school, but clearly not a good choice as a leader. This approach to allow employees to voice their concerns is a departure from decades of advice to “leave it at home,” and to separate work and home life. The hybrid trend of work literally makes that impossible. The danger of failing to address issues of trauma is real.

“Denying the #stress of grief or any other cause is not just old school, but clearly not a good choice as a #leader. ”

In her 2021 book, Right Within: How To Heal From Racial Trauma in The Workplace, author Minda Harts has specific directives for leaders and managers. She writes, “It’s up to you to set a healthy tone for the team’s interpersonal behavior. That might require creating norms and articulating which behaviors won’t be tolerated.”

“ “It’s up to you to set a healthy tone for the team’s interpersonal behavior. That might require creating norms and articulating which behaviors won’t be tolerated.” @MindaHarts #workplace #trauma”

Here are five keys to managing trauma in the workplace.

Learn more about mental health concerns and use the correct language. The Harvard Business Review reports, “A survey done by the nonprofit Made of Millions found that 80% of managers lack confidence in addressing sensitive issues around mental health and equity because they are afraid of using the wrong words. One in five respondents said that ‘unclear language’ and ‘fear of saying the wrong thing’ are top concerns for effectively managing mental health conditions on their team.”

“Learn more about #mentalhealth concerns and use the correct language. #leadership #workplace”

Offer mental health resources. Responding to the effect on employees of the attacks in Gaza, dangers in Israel and ongoing antisemitism, Jewish Insider reports,”We offer a generous wellness fund and encourage our employees to tap into it each month to regularly care for themselves; and we also offer flexible work hours, expansive PTO, floating holidays and mandatory vacations. We abide by a policy of full financial, salary and budget transparency. In short, accountability to and care for our employees is our sacred trust.”

Approach colleagues with grace, kindness, understanding. Jewish Insider reports, “Trauma impacts everyone’s work and behavior, so we must shift our expectations to match the realities impacting our teams. Team members are finding that they are on the receiving end of more heightened emotional responses and we need to ensure that those on the receiving and giving end of those emotions are cared for and acknowledged, while still ensuring psychological safety in our workplaces.” Resources at MADE Academy are available to help leaders learn more.

“Approach colleagues with grace, kindness, understanding. #leadership #support”

Do not ignore concerns and expect issues will just go away. According to Morra Aarons-Mele, author of The Anxious Achiever: Turn Your Biggest Fears Into Your Leadership Superpower, writing in the the Harvard Business Review, “There’s no denying that the future of work is about mental health. Mental health challenges, such as stress, anxiety, and depression, are the number one reason why people miss work. And workplace culture is pivotal to employee mental health: 60% of employees say that their job is the most significant factor in their mental health. Employees also say that managers impact their mental health even more than their doctors or therapists (and on par with their spouses). Workers increasingly expect their employer to play a role in improving mental health.”

Never be dismissive. Perhaps a colleague’s reaction to an event in a meeting became the focus of attention and the agenda is scrapped. As a leader it is important not to ignore the dynamic, but to acknowledge it. You can directly address the person’s response and ask to address it fully in private or a future meeting. Make sure you listen and act with empathy. “Broadening one's perspective on a situation can allow a leader to increase their situational awareness and understanding through reinterpretation and perspective-taking. This process not only serves to moderate leaders' emotional experiences but improves their ability to address the situation at hand,” according to a study in Frontiers in Psychology.

Leadership Takeaway of The Week:

“There’s no denying that the future of work is about mental health. Mental health challenges, such as stress, anxiety, and depression, are the number one reason why people miss work.”

Morra Aarons-Mel, author of The Anxious Achiever: Turn Your Biggest Fears Into Your Leadership Superpower

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About the Author

Michele Weldon is editorial director of Take The Lead, an award-winning author, journalist, emerita faculty in journalism at Northwestern University and a senior leader with The OpEd Project. @micheleweldon www.micheleweldon.com