What to Say When an Employee Is Struggling: Lessons from Therapy That Every Leader Should Know - Part 2
- Dr. CK Bray
- Jun 5
- 2 min read
Imagine this: You notice that one of your top-performing employees has become unusually withdrawn, missing deadlines, and showing signs of distress. You sense something is wrong, but you're unsure how to approach the situation without overstepping boundaries.
In the September–October 2023 issue of Harvard Business Review, the article "Helping an Employee in Distress" provides valuable guidance for managers who face such scenarios.
Recognize the Signs
Employees may not always voice their struggles, but changes in behavior, such as decreased productivity, mood swings, or increased absenteeism, can be indicators of underlying issues. As a manager, it's crucial to stay observant and attuned to these subtle cues.
Initiate a Compassionate Conversation
Please approach the employee privately and express your concern without making assumptions. For example: "I've noticed some changes in your work lately and wanted to check in. Is everything okay?" This opens the door for dialogue and shows that you care.
Listen and Validate
If the employee chooses to share, listen attentively and validate their feelings. Avoid offering immediate solutions or judgments. Sometimes, just being heard can provide significant relief.
Offer Support and Resources
While you're not expected to be a therapist, you can guide the employee toward appropriate resources. This might include Employee Assistance Programs (EAPs), mental health days, or flexible work arrangements. Ensure they know that seeking help is a sign of strength, not weakness.
Follow Up
After the initial conversation, check in periodically to see how the employee is doing. This ongoing support reinforces your commitment to their well-being and can aid in their recovery process.
Final Thoughts
Supporting an employee in distress requires empathy, attentiveness, and appropriate action. By fostering an environment where team members feel seen and supported, managers can not only aid in individual recovery but also strengthen the overall resilience and cohesion of their teams.
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