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Workplace incivility—rude, dismissive, or disrespectful behavior—can quickly chip away at morale, mental health, and productivity. It might be a colleague constantly interrupting in meetings, a manager intentionally ignoring emails, or a team member rolling their eyes at an idea. And it’s more common than you think. Of the 200+ million uncivil acts U.S. employees face daily, 40% happen at work. In Lyra Health’s 2025 Workforce Mental Health Trends Report, 22% of employees cited workplace incivility as their top stressor, making it a leading factor impacting mental health—alongside financial stress and work-related stress and burnout. These daily slights can snowball into serious issues, but organizations can take action to safeguard both employee well-being and performance.

What is workplace incivility?

Workplace incivility includes subtle or obvious behaviors that disrupt harmony in the workplace. These behaviors may not rise to the level of workplace violence but can create a toxic and unproductive environment. Sometimes influenced by individual perceptions, cultural norms, and industry, incivility in the workplace is especially common in high-stress industries like health care, retail, and food service. It’s also prevalent in competitive fields like finance and law where direct communication and high stakes can sometimes cross the line into rudeness.

Workplace incivility examples

Workplace incivility can take many forms. While these behaviors may not always be intentional, they can create a negative workplace culture. Here are some workplace incivility examples:

Cutting off colleagues or shutting down suggestions or opinions without discussion
Dismissive tones, eye-rolling, or sarcastic remarks
Yelling, curt or passive-aggressive responses, or ignoring messages
Gossiping or spreading rumors
Consistently arriving late to meetings
Failing to share important updates

Impact of workplace incivility

When left unchecked, incivility at work spreads, creating an environment where disrespect, frustration, and disengagement become the norm. Here are some ways incivility at work can impact organizations:

Decreases morale – Rudeness, dismissiveness, or passive-aggressive behavior can make employees feel undervalued and disrespected.

Increases turnover rates – Many employees leave jobs because of toxic workplace environments where they feel disrespected or that their concerns are ignored.

Reduces productivity – Workplace incivility can cause employees to avoid meetings, hesitate to share ideas, or disengage from team projects, leading to lower performance and commitment.

Breeds toxicity – If incivility at work goes unchecked, others may feel emboldened to act the same way.

Legal and financial consequences – While workplace incivility may not always be illegal, it can escalate into harassment, discrimination, or a hostile work environment—leading to high turnover, lost productivity, and costly legal risks.

Diminishes leadership credibility – If managers ignore or tolerate incivility at work, employees may lose faith in leadership’s ability to maintain a healthy work environment.

Creates a cycle of hostility – Incivility can fuel retaliatory behavior, intensifying workplace conflict. For example, if an employee feels publicly humiliated by a manager, they might start spreading negative rumors about the manager or purposefully avoid communicating.

The sooner workplace incivility is addressed, the easier it is to stop it from turning into a bigger problem.

How to address incivility in the workplace

So, how do you tackle an issue that is sometimes complex and unclear? Recognizing and addressing incivility at work requires sensitivity to context, communication styles, and the nuances of workplace culture and individual perceptions. Even subtle workplace incivility can chip away at morale and team dynamics. Here are a few ways to foster a more respectful work environment:

#1 Set clear expectations and consequences

Clarify what respectful behavior looks like in your workplace. Define workplace incivility with specific examples—like eye-rolling, interrupting, or personal attacks—and outline consequences, from verbal warnings to mandatory training. Post these guidelines in common areas and review them during onboarding.

#2 Train employees on communication

Offer training on communication styles and conflict resolution to help employees navigate disagreements without crossing the line. Role-playing exercises can help employees practice navigating incivility at work.

#3 Promote open communication and feedback

Foster a culture where employees feel comfortable giving and receiving constructive feedback. If someone perceives a colleague is raising their voice aggressively, they should feel safe saying, “When you were speaking to me in the meeting, it felt like you were raising your voice, and it impacted me this way. What’s your take on that?”

#4 Recognize positive behavior

Acknowledge employees who contribute to a positive workplace culture, whether through shout-outs in team meetings, awards, or a “civility champion” recognition program.

#5 Lead by example

Leaders set the tone. When managers practice active listening, give constructive feedback, and handle disagreements professionally, employees are more likely to follow suit.

#6 Provide anonymous reporting options

Not everyone feels comfortable speaking up in the moment. Establish anonymous reporting channels for workplace incivility, such as an online portal or a dedicated HR email, so employees can report concerns without fear of retaliation.

#7 Promote inclusivity

Unconscious biases and cultural misunderstandings can fuel incivility at work. Inclusivity training can help educate employees about biases and cultural competency to reduce misunderstandings.

#8 Use de-escalation strategies

When tensions rise, simple de-escalation techniques can help diffuse incivility in the workplace. Try responses like “I appreciate you sharing that” or “Let’s talk about what’s going on” to defuse friction before it turns into a bigger issue.

#9 Structure interactions to minimize conflict

Structured meetings and boundaries can help prevent disruptions while still giving employees a space to voice concerns. If an employee frequently interrupts work with complaints, a manager might say, “Let’s save these discussions for our scheduled one-on-one meetings. Please prepare a list of the topics you’d like to discuss.”

#10 Provide quality mental health resources

Incivility at work can be a symptom of underlying personal struggles. Offer mental health resources, such as therapy, mental health coaching, and digital support tools, to help employees manage stress and improve workplace interactions.

A risk you can’t afford to ignore

Incivility in the workplace erodes trust, morale, and performance and creates unnecessary stress for employees. The cost of doing nothing far outweighs the effort it takes to set clear expectations, foster respect, and create a culture of accountability. By taking a few simple steps, organizations can create a healthier work environment—a win for both employees and the business.

What is imposter syndrome at work? It’s that nagging voice in your head whispering, “I’m not good enough to be here”—and it’s more common than you think. Research finds that imposter syndrome impacts up to 82% of people. It’s more than just self-doubt—it’s linked to serious challenges like depression, anxiety, burnout, and even low job satisfaction. If you’ve ever felt like you don’t belong or worried about being “found out,” you’re not alone. We’ll explore how to quiet those doubts and grow your confidence at work.

What is imposter syndrome?

What does imposter syndrome mean? It’s a fear of being exposed as a fraud, even when there’s clear evidence of your abilities. It’s that inner doubt that tells you you’re not good enough, no matter how much you achieve. For instance, you might land a promotion but chalk it up to luck instead of recognizing your hard work and skills. This mindset can chip away at your confidence and feed a cycle of self-doubt.

Although it’s not a clinical diagnosis, imposter syndrome is a common experience that impacts how people think, feel, and act.

The 5 types of imposter syndrome

Psychologists have identified five types of imposter syndrome. Does one resonate with you?

The perfectionist – You set impossibly high standards and feel like a failure when you fall short, even when you’ve done well.

The expert – You believe you need to know everything before starting a project and constantly worry about being exposed as unqualified.

The soloist – You prefer to handle everything on your own, seeing any request for help as a sign of weakness or incompetence.

The natural genius – You expect success to come easily and feel inadequate when faced with challenges or setbacks.

The superhuman – You strive to excel in every aspect of life—career, family, hobbies—leading to burnout from trying to do it all.

Do I have imposter syndrome?

There’s no clinical criteria for imposter syndrome, but if the characteristics below resonate with you, you might be experiencing what is commonly called “imposter syndrome”:

Persistent self-doubt and low confidence
Belief that you don’t belong in your role or at your job
Difficulty accepting praise or recognition
Emotional reasoning (e.g., “If I feel inadequate, I must be inadequate”)
Ignoring positive feedback while focusing on negatives

What causes imposter syndrome?

Imposter syndrome causes can vary, but they’re often influenced by a combination of personal tendencies and external factors:

Perfectionism – A strong need to meet unrealistically high standards can create feelings of inadequacy. For example, imposter syndrome in the workplace can show up as focusing on minor mistakes in a report despite high-quality work and praise.

Family dynamics – Receiving too much praise as a kid that felt undeserved can make you feel like a fake. And so could the opposite, receiving no praise when you were younger and experiencing success later.

Stereotypes – Social and cultural stereotypes, along with a lack of representation in leadership, can amplify imposter syndrome at work. For example, a woman in STEM might question her abilities on a male-dominated team despite her qualifications.

First-generation experiences – Being the first in your family to achieve milestones, like attending college, can contribute to imposter feelings because you may lack mentorship, guidance, and feel culturally out of place at times.

Unclear expectations of success – Another imposter syndrome cause can be lack of clear benchmarks. For example, equating success with being “the best” rather than meeting the benchmarks for success in a situation.

What is imposter syndrome at work (and how to overcome it)

Overcoming imposter syndrome in the workplace starts with recognizing the unhelpful thoughts that hold you back and replacing them with strategies to build confidence and embrace your achievements.

#1 Reframe your thoughts

Often, we fall into thinking traps that can fuel imposter syndrome at work, like disqualifying the positive (“I know everyone said I did a great job on that report, but I can’t believe I left a typo in at the end”) or emotional reasoning (“I feel anxious about my performance, so I must be doing poorly”). These thoughts aren’t facts—they’re just patterns of self-criticism. Learn to challenge them:

Create distance from self-criticism – When self-critical thoughts arise, precede them with, “I’m having the thought that…” to create distance from it.
Label thinking traps – Identify patterns like disqualifying the positive or emotional reasoning, then redirect your focus to evidence of your competence.
Practice balanced thinking – Replace self-criticism with realistic perspectives. For example, “I made a mistake, but I also contributed valuable ideas to this project.”

#2 Get curious about its origins

Understanding what causes imposter syndrome can help reduce its grip. Ask yourself:

Did family dynamics, perfectionism, or societal messages contribute to these feelings?
Are self-doubts tied to stereotypes or a lack of representation in leadership roles?
How do I define success, and am I using objective criteria like feedback or am I relying on unhelpful comparisons to others?

#3 Shift your behavior in small steps

Not feeling good enough often leads to overwork, procrastination, or avoidance. Small, intentional actions can break this cycle.

Set realistic goals – Break tasks into manageable steps and celebrate progress rather than perfection.
Experiment with “good enough” – If you tend to over-prepare, try scaling back slightly (e.g., spend 10% less time) and evaluate the results.

#4 Celebrate your accomplishments

Imposter syndrome at work thrives when you minimize your achievements. Make it a habit to recognize and internalize your successes.

Log your wins – Keep a journal of achievements, positive feedback, and challenges you’ve overcome.
Accept compliments – Resist the urge to deflect praise; instead, simply say, “Thank you.”
Reflect regularly – Review your successes to boost confidence and counter self-doubt.

#5 Set realistic goals

Unrealistic expectations can fuel imposter syndrome. Setting achievable goals helps you track and celebrate progress.

Start small and specific – Break larger tasks into clear, manageable steps.
Focus on effort over perfection – Measure success by what you learn and accomplish, not by flawless results.
Avoid overloading yourself – Prioritize tasks, delegate when possible, and leave room for adjustments.

#6 Practice self-compassion

Overcoming not feeling good enough means shifting from self-criticism to self-kindness. Practicing self-compassion can help you shift toward a healthier and more supportive mindset.

Acknowledge your humanity – Everyone makes mistakes and faces challenges—it’s part of growth.
Talk to yourself like a friend – Replace harsh self-talk with supportive, encouraging words.
Focus on progress, not perfection – Celebrate effort and improvement, even if results aren’t perfect.
Create moments for self-care – Recharge with activities like walking, journaling, or talking to a supportive friend. When you take care of yourself it’s easier to practice self-compassion.

#7 Build a support network

Surround yourself with people who affirm your value. Here are a few approaches:

Join professional groups – Seek out resources like employee resource groups (ERGs) that can foster inclusion and belonging.
Seek support from people who understand – Connect with a mentor, peer, or friend who has navigated similar challenges. Sharing your experience can help normalize your feelings and provide perspective. For some, sharing their experience with close colleagues can actually reinforce feelings of imposter syndrome. If that’s the case for you, consider seeking support from people outside your immediate professional circle.

#8 Talk to a mental health professional

If imposter syndrome at work feels overwhelming or persistent, seeing a mental health professional can help you:

Understand the roots – Explore what causes imposter syndrome, such as past experiences or unhelpful thought patterns.
Learn coping strategies – Evidence-based techniques like cognitive-behavioral therapy (CBT) can challenge negative thoughts and build confidence.
Develop a personalized plan – Mental health providers tailor solutions to your specific needs and workplace context.
Address coexisting concerns – Get treatment for challenges like anxiety, depression, or other mental health issues.

How managers can help employees with imposter syndrome

Managers play a vital role in helping employees overcome imposter syndrome at work by fostering psychological safety, offering support, and recognizing contributions.

Help employees get clear on expectations – Go over deliverables, progress checkpoints, and performance measures. This helps employees know exactly what’s expected and how they’re performing. It can also help decrease the tendency to mentally “fill in the blanks” on what success looks like.
Lead by example – Openly acknowledge your own mistakes and lessons learned to foster a culture where growth and learning are valued over perfection.

Balance praise with guidance – Pair recognition with actionable advice to build confidence. For example, say, “Your analytical skills really shone in that report. Let’s refine your presentation delivery for even greater impact.”
Acknowledge achievements – Highlight both small wins and major contributions, privately and publicly. For instance, share during a team meeting, “Emily’s creative problem-solving was key to closing this deal.”
Encourage diverse input – Ensure all voices are heard. For example, invite quieter team members to share their perspectives: “Ravi, I’d love to hear your thoughts on this.”

Take the first step toward confidence and growth

Overcoming imposter syndrome in the workplace starts with small, intentional shifts in mindset and behavior. With the right support and consistent practice, both employees and managers can foster self-confidence, unlock potential, and create a thriving workplace.

Dreading a tough conversation with an employee? You’re not alone. Most people would rather avoid hard conversations at work—70% admit to steering clear of them, and more than half of employees avoid them. But sidestepping difficult conversations at work can lead to bigger problems down the road. With the right strategies, you can learn how to have difficult conversations with employees and create opportunities for growth and connection.

Why difficult conversations at work are important

The way managers approach difficult conversations with employees can create a ripple effect across the entire workplace. Whether addressing performance issues, interpersonal conflicts, or personal challenges, your approach can significantly influence the outcome. Here’s why managing difficult conversations thoughtfully is so important:

Morale – Poorly handled conversations can demotivate employees, while thoughtful conversations can reinforce their sense of value and direction.
Productivity – Clear, direct communication helps resolve roadblocks and refocus efforts on key goals.
Trust and relationships – Managing difficult conversations with empathy fosters mutual respect and psychological safety.
Performance – Constructive feedback gives employees the insights they need to grow and improve.
Team cohesion – Resolving interpersonal conflicts strengthens collaboration and teamwork.

How to have difficult conversations with employees

Having difficult conversations with employees is never easy, but they’re a chance to build trust and tackle important issues. Here’s how to prepare, engage, and follow up effectively. While many tips here are geared toward managers, several apply to any challenging discussion. For example, difficult conversations occur when employees discuss project challenges with each other, when employees speak with managers about workload support, or when managers address performance challenges with team members.

#1 Before the difficult conversation at work

Collect facts

Gather specific examples to illustrate your points (e.g., missed deadlines or a timeline of incidents).

Choose the best time and place

Set aside enough time for a meaningful discussion in a private, distraction-free space. For example, put phones or non-critical messaging platforms on do not disturb.

Practice your responses

Anticipate emotional reactions and rehearse calm, validating responses like, “It makes sense to me that you feel xyz—let’s discuss how we can work together differently next time,” rather than escalating with defensive or accusatory statements.

Check your mindset

Before hard conversations with employees, reflect on your emotions and assumptions. Are you reacting to the situation at hand or bringing in unrelated stress? For example, if you’re upset about a team member’s tone in a meeting, consider whether it’s an isolated incident or part of a larger communication challenge. Reflecting on your mindset before the difficult conversation will help you approach the discussion with greater clarity.

Establish a culture of trust

Trust is the foundation for productive conversations. You can build trust by following through on commitments, admitting when you’ve made a mistake, asking for employees’ input on decisions, and showing appreciation for hard work.

#2 During the difficult conversation

Lead with empathy

Empathy and emotional intelligence are foundational skills when learning how to have tough conversations with employees. Start by acknowledging their perspective: “I’ve noticed some challenges, but first, how are things going for you?”

Highlight strengths

Focus on strengths when giving feedback, such as: “Your ability to collaborate effectively is a great asset—your input really helps drive team success.” Avoid sandwiching constructive feedback between praise, as it can dilute the message and create confusion. Instead, keep strengths and areas for improvement separate.

Focus on the issue, not the person

Avoid personal criticisms during difficult conversations at work. Stick to behaviors and outcomes, using recent examples and specific, observable facts (e.g., “Your last three deadlines were missed. Let’s discuss what got in the way and how we can improve the process so that deadlines will be met moving forward”).

Keep your emotions in check

Giving feedback can feel overwhelming. Remember it’s important to stay calm and curious to keep the feedback discussion constructive. If you feel strong emotions arising, remember to pause before reacting. You can do this by pausing the conversation and scheduling more time. You can also use in-the-moment grounding techniques like deep breathing or focusing on your surroundings (e.g., noticing the feel of your feet on the floor) to stay calm.

Listen actively

Listening is as crucial as speaking when deciding how to have difficult conversations with employees. Show you’re fully present by maintaining eye contact, nodding, and acting clarifying questions. Avoid rushing to form a rebuttal while the other person is talking. Instead, focus on their message and ask clarifying questions.

Collaborate on solutions

Frame difficult conversations with employees as an opportunity to improve team dynamics. When challenges are viewed as growth opportunities, teams open the door to innovative and effective resolutions that can lead to higher morale and performance.

#3 After the difficult conversation

Following up after hard conversations with employees helps solidify progress, maintain trust, and address evolving challenges. Here’s how you can continue supporting and guiding the employee:

Define next steps

Summarize action items and commit to follow-up. This can sound like, “Let’s reconnect in a month to review progress.” Documenting the action item and a time to follow up ensures both sides understand expectations and how progress will be tracked.

Foster open dialogue

After a difficult conversation at work, invite questions to clarify expectations and ensure alignment (e.g., “Is there anything you’d like to discuss further?”).

Check in regularly

Follow up to address lingering concerns and show ongoing support, such as, “How are you feeling about what we discussed last week?” This helps ensure that both parties are moving forward with a shared understanding.

Celebrate positive progress

Recognize improvements, no matter how small. You might say, “Thank you for implementing the new process we discussed last week—I can already see improvements in the quality and timeliness of your work.” Celebrating incremental progress helps the person feel valued and motivated to continue improving.

Discuss unresolved concerns

Not everything may be resolved after the first conversation, and that’s OK. Continue to check-in and raise challenges one at a time with the employee and stay patient as progress is made. If you don’t see improvements and aren’t sure how to move forward, don’t hesitate to reach out to HR.

Offer continued support and resources

If the conversation involves behavioral or skill-related changes, check if the person needs any additional resources, training, or support. This shows that you’re invested in their growth and are willing to provide the tools they need to succeed.

Turn tough talks into opportunities

Difficult conversations don’t have to be something you dread—they can be a chance to strengthen relationships and inspire positive change. By normalizing these discussions, you create a culture where feedback is welcomed and issues are addressed proactively, preventing resentment from building. With the right preparation, empathy, and follow-through, even the toughest discussions can lead to productive and meaningful outcomes.

In 2025, employers are bracing for the steepest health care cost increases in over a decade—all while navigating the complex needs of working parents, employees with chronic conditions, and a diverse workforce. Amid these challenges, HR leaders have a powerful opportunity to provide meaningful mental health support that delivers real impact.

Now in its fifth year, our annual survey of HR and benefits leaders uncovers the top challenges and trends to help leaders succeed. With insights from 500 HR professionals across a variety of industries, this year’s survey highlights key factors shaping workforce mental health in the coming year. The findings resoundingly show that in the face of these challenging social, political, and economic times, comprehensive mental health benefits deliver measurable value. In fact, 79% of respondents report lower health care claims costs when offering robust mental health support.

As we look ahead, we’ve identified the key workforce mental health trends that will shape 2025—along with the strategies HR leaders need to stay ahead of the curve.

1. Surging health care costs put mental health benefits to the test

The health care landscape in 2025 has shifted dramatically. Soaring demand for costly drugs like GLP-1s, escalating employee stress, and increasing health care costs are colliding with stagnant or shrinking budgets. In response, HR and benefits leaders are evaluating mental health benefits as a way to support employees and achieve measurable ROI.

The impact is clear: Employers offering comprehensive mental health benefits are 13% more likely to report higher productivity, 17% more likely to boost employee engagement, and 10% more likely to achieve a clear return on investment compared to those with less robust programs. Effective mental health care is proving to be a critical driver of retention, engagement, and overall business success.

of benefits leaders say demonstrating ROI for mental health care is critically important to HR leadership

Compared to those with less robust programs, employers offering comprehensive mental health benefits are:

more likely to report higher productivity

more likely to boost employee engagement

more likely to achieve a clear return on investment

“ROI tied to mental health support comes in many forms, but impact on retention, engagement, and productivity are especially important to employers today. With mental health disability leaves on the rise and burnout being both prevalent and predictive of people disengaging at work or even leaving their jobs, mental health benefits vendors need to demonstrate impact on key people metrics in addition to health care claims costs.”

Joe Grasso, PhD

Vice President of Workforce Transformation at Lyra Health

2. Families’ mental health needs grow—and benefits rise to meet them

Being a working parent is hard enough, but when a child is struggling with their mental health, it can be all-consuming. Parents often find their time and energy pulled away as they search for the right care, leaving them stretched thin and less able to fully engage at work.

Children’s mental health challenges aren’t just impacting parents—they’re also driving up health care costs. Nearly half (49%) of benefits leaders report increasing health care claims for kids and teens, fueled by rising demand and a system that lacks the resources to meet families’ needs. Traditional EAPs and health plans frequently fall short, offering limited access to specialized care. This may explain why only about 20% of kids with a mental health disorder get help from a specialized provider.

Recognizing the critical need for accessible and effective support, 85% of benefits leaders say that mental health care for the entire family is essential.

of benefits leaders say health care claims for kids and teens are rising

say providing mental health care for the entire family is essential

report that employees struggle to find quality care for themselves or their families through EAPs

“Traditional approaches to childhood mental health care have failed our kids, as well as their parents and caregivers. It has been extraordinarily difficult for families to find specialists practicing evidence-based care, and parents are left poorly supported when coping with these difficult and complex family situations.”

Connie Chen, MD

Chief Operating Officer at Lyra Health

3. Managers hold the key to tackling mounting workplace stress—but need better tools

Stress levels are rising across the workforce, with no signs of slowing down. This year, 39% of HR and benefits leaders cite financial stress as a top-three factor affecting workforce mental health—more than double last year’s 18%. Managers play a key role in helping workers feel less stressed, with 85% of survey respondents saying managers are an integral part of their workforce mental health strategy.

But the stress of leadership takes its toll. Managerial stress was ranked as the third most significant factor (24%) negatively impacting workers’ mental health. While managers are uniquely positioned to recognize and address stress among their teams, our survey shows they’re often left without the resources they need to handle these challenges. Only 39% of HR and benefits leaders report offering mental health resources specifically for mangers’ mental well-being.

Top stressors negatively impacting mental health in the workplace:

Financial
stress

Work-related stress and burnout

Managerial
stress

Incivility or unruly behavior at work

Workplace policies (e.g., return to office)

The need for managerial support

of respondents think that “Managers are an integral part of our workforce mental health strategy”

of respondents agree that “We provide resources for managers to support mental well-being at work”

“It’s important to evaluate which aspects of work life may be impacting your workforce’s mental health, consult with managers and team members on what the data are saying, and collaborate on commonsense improvements to working conditions that can improve both well-being and performance.”

Joe Grasso, PhD

Vice President of Workforce Transformation at Lyra Health

Future-proof your workforce mental health strategy

Understanding workforce mental health trends can help add clarity in a year marked by complexity and uncertainty, so you can navigate rising health care costs and competing demands while proving the ROI of your mental health benefits. Supporting whole families, closing care gaps, and empowering managers to handle stress are key priorities for the year ahead.

These insights are just the beginning. Download the full report to uncover all the trends shaping workforce mental health in 2025—and actionable strategies to stay ahead.

Do you know people who always seem to approach challenges like an adventure, driven by curiosity and a hunger for learning? That’s the essence of a growth mindset. So, what is a growth mindset, and why does it matter? A growth mindset shapes how we view obstacles and unlocks strengths—and it’s a shift anyone can make whether you’re striving for personal growth or aiming to empower employees.

Growth mindset vs. fixed mindset

What is the difference between a growth mindset and fixed mindset? Understanding the difference can help you recognize how your beliefs shape your approach to challenges and growth.

What is a growth mindset?

A growth mindset is a concept that can be attributed to the work of motivation researcher and psychologist Dr. Carol Dweck. It’s the perspective that abilities, intelligence, and skills can improve through effort, learning, and perseverance.

People with a growth mindset view challenges as opportunities to grow and see failures as stepping stones to success. They’re empowered by the idea that they can learn from mistakes and develop talents or skills over time. For example, rather than thinking, I’m just not good at math, people with a growth mindset might think, I’m not great at math yet, but I can improve with effort and practice.

In the workplace, a growth mindset might look like a team member who sees constructive feedback as a chance to refine their skills or a manager who encourages experimentation, even if it leads to occasional missteps.

What is a fixed mindset?

A fixed mindset is the belief that skills or abilities are set in stone—you either have them, or you don’t. People with a fixed mindset often avoid challenges because they worry that failing will expose their limits. For example, in the workplace, someone with a fixed mindset might believe I’m just not good at public speaking, and avoid volunteering for presentations or leading meetings. Instead of seeing public speaking as a skill they can develop through practice and feedback, they stick to behind-the-scenes tasks.

What does a fixed mindset mean in our personal lives? It might show up as self-doubt causing us to avoid tough conversations in relationships. This makes it harder to grow or connect with others. A growth mindset, on the other hand, encourages self-reflection and helps us see mistakes as opportunities to learn and improve, which can lead to stronger, closer relationships.

What is a growth mindset in the workplace?

A fixed mindset might make us anxious about taking risks or asking for feedback, keeping us stuck in our comfort zone. We might hesitate to take on new projects, fearing we’ll fail or be criticized. We may also spend a good deal of time and effort trying to prove ourselves correct about our inherent talents rather than seizing opportunities to learn and grow from their failures. Managers with a fixed mindset might avoid giving feedback or shy away from difficult conversations, fearing conflict or resistance.

With a growth mindset though, we approach challenges with curiosity, see setbacks as chances to learn, and tap into our creativity. This perspective not only helps us grow professionally and achieve more but also makes work more fulfilling and rewarding.

At an organizational level, a culture that encourages a growth mindset can transform the workplace. When employers promote learning and recognize effort and growth, and the role of failure in success, they create an environment where employees feel safe to experiment, innovate, and thrive. This perspective doesn’t just boost individual growth—it drives the organization forward.

10 characteristics of a growth mindset

People with a growth mindset have traits that reflect their belief in the power of effort, adaptability, and resilience. A person with a growth mindset might:

View obstacles as opportunities to learn and grow rather than threats to avoid.
Welcome constructive criticism as a way to improve, rather than as a personal dig.
Demonstrate grit and determination, even when progress is slow or success isn’t immediate.
Adopt the belief that limitations are temporary—the idea of “I can’t do this yet.”
Bounce back from setbacks, exploring what went wrong and applying lessons to future efforts.
See hard work and practice as pathways to improvement.
Remain open to different perspectives, willing to try new approaches, and eager to experiment with alternative solutions.
Actively seek challenges rather than shy away from them.
Embrace trial and error, knowing it’s a valuable part of personal and professional development.
Recognize that asking for help is a strength, not a weakness.

How to develop a growth mindset for yourself

A growth mindset takes practice, but it can transform the way you approach setbacks. Here are some ways you can shift your perspective and develop a belief in your ability to grow and improve over time:

#1 Recognize fixed mindsets

Beliefs that abilities are innate and unchangeable can bring up feelings of shame or inadequacy. For example, if you were frequently praised as “the athletic one” in your family, you might have internalized the idea that academics weren’t your strength. As an adult, this could lead you to avoid pursuing knowledge in areas you find challenging. To counter this, approach these thoughts with compassion, understanding that fixed mindsets often stem from early messaging rather than reality.

Growth mindset example: Instead of thinking, I’m just not good at this, try reframing the thought to, I’m not good at this yet. Where can I get the training I’ll need to get better at this? What can I learn from this experience?

#2 Practice self-compassion

Softening your self-talk is crucial to chipping away at a fixed mindset. It’s important to recognize that past praise or criticism doesn’t dictate your ability to grow. For example, viewing a mistake as an opportunity to learn rather than a personal failure allows you to approach challenges with curiosity rather than fear.

Growth mindset example: Ask yourself, If I saw this failure as a step toward growth, what might I take away from it?

#3 Engage with novelty

The brain thrives on novelty and learning, making it naturally inclined toward growth. Try tolerating the discomfort of challenges, knowing that this rewires your brain and opens the door to new possibilities.

Growth mindset example: If you’re nervous about tackling a new project, acknowledge and allow the feeling of nervousness, then remind yourself that even small steps outside your comfort zone can lead to growth.

#4 Cultivate self-reflection

Take time to reflect on both successes and challenges to identify areas of growth. Journaling or discussing these reflections with a trusted friend or mentor can deepen your understanding of what worked, what didn’t, and how you can adapt moving forward.

Growth mindset example: If you’re having a difficult conversation, take a moment to reflect on why, acknowledge the fear or discomfort, and remind yourself that growth often comes from facing challenges. You’ll only get better at these in the future

#5 Seek diverse perspectives

Broaden your understanding by actively seeking out different viewpoints. Whether through reading, conversations, or joining new communities, engaging with varied perspectives can help challenge fixed beliefs.

Growth mindset example: Join a book club or discussion group focused on a subject you’re unfamiliar with. Reflect on how the exchange of ideas shapes your thinking and encourages adaptability and creativity.

How to develop a growth mindset in the workplace

Developing a growth mindset within your organization starts with creating an environment where learning, resilience, and progress are celebrated over perfection. By modeling and encouraging a growth-oriented approach, you can inspire your team to embrace challenges and learn from mistakes.

#1 Encourage growth if you’re a leader

In the workplace, leaders have a unique opportunity to foster a growth mindset. One of the most powerful things a leader can do is give their team “permission to fail.” This includes reframing setbacks by focusing on progress and what we’ve learned from those setbacks—for example, saying, “You’ve made great strides toward this goal, and we can figure out together how to reach the finish line.”

Growth mindset example: Share your own growth experiences with your team. Instead of simply saying, “This was a failure,” say, “I made a mistake, and here’s what I’ve learned and how I plan to approach it differently moving forward.”

#2 Embrace effort and set priorities

Fixed mindsets can sometimes feel easier and like less work, but a growth mindset allows you to try harder for longer, which often leads to greater achievement. That said, not every skill is worth pursuing. A growth mindset isn’t about forcing yourself to excel in areas you don’t value. It’s OK to prioritize the skills and experiences that align with your goals and passions.

Growth mindset example: If you realize that despite putting in effort, you’re not passionate about advancing in a particular career path, it’s OK to redirect your focus toward areas that inspire you more—whether that’s gaining expertise in a different field or honing a personal skill.

#3 Set growth-focused goals

Shift your focus from outcomes to learning and progress. Instead of aiming for perfection, set goals like, “I want to improve my public speaking skills by practicing once a week.” This keeps the emphasis on growth and effort.

Growth mindset example: If a presentation doesn’t go perfectly, reflect on what you learned and how you’ll improve next time, rather than seeing it as a failure.

#4 Celebrate team learning moments

Shift the focus from individual performance to collective learning. Create opportunities to debrief as a team after completing projects, discussing what was learned, what could be improved, and how those lessons can inform future work.

Growth mindset example: After a project faces unexpected setbacks, a leader might say, “Let’s analyze what went wrong, share what we’ve learned, and brainstorm ways to avoid similar issues in the future. These moments make us stronger as a team.”

#5 Establish feedback loops

Create a culture where feedback is not only given but also sought regularly, emphasizing constructive insights rather than criticism. Encourage employees to see feedback as a tool for growth rather than judgment.

Growth mindset example: Implement a monthly “feedback sprint” where employees share one strength and one area for improvement they’ve noticed in themselves.

Growth is lifelong

Whether you’re working on personal goals or leading a team, a growth mindset can help you cultivate resilience, realize your potential, and achieve more. Remember, change doesn’t happen overnight, but with consistent effort and a willingness to learn, it’s always within reach.

Starting a journaling practice can feel unfamiliar at first, especially if it’s something you haven’t tried before. But think of journaling as a safe, supportive space—a place where you can gently explore your thoughts, frustrations, and emotions without judgment. If you’re unsure where to begin, journaling prompts for mental health can provide that helpful nudge to get you started. Whether you’re feeling overwhelmed or simply craving a moment of clarity, mental health journal prompts can be a simple and comforting way to care for yourself.

Journaling prompts for mental health

Ready to give it a try? These mental health journal prompts are a great place to start. Over time, you may discover new journaling ideas for mental health or find that freewriting—simply letting your thoughts flow—works best. Explore what feels right for you.

Daily journaling prompts for mental health

What were today’s best and most challenging moments?
How did you nurture your mental health today?
What’s one thing you learned about yourself today?
How did you handle stress or frustration today?
What’s one thing you wish you could’ve done differently today?

Journaling prompts for gratitude

What are you grateful for, even if it feels small or insignificant right now?
What are three things you’re grateful for today, and why?
Who or what brought you comfort or joy recently?
What’s one thing you appreciate about yourself?
Reflect on a difficult time—what are you grateful for about how you got through it?
What’s a past experience you’re thankful for?

Emotional check-ins

How do you feel right now and what’s contributing to those feelings?
What emotions have you felt most this week?
If your feelings could talk, what would they say?
What physical sensations accompany your emotions right now?
How have you responded to stress or anxiety recently?

Self-compassion prompts

What’s one kind thing you can say to yourself today?
Write a letter of forgiveness to yourself for a mistake you’ve made.
What does self-compassion look like for you?
Describe a time when you showed yourself patience and understanding.
How can you be gentler with yourself when you’re struggling?

Mindfulness moments

What’s one thing you noticed today that you usually overlook?
Write about a moment when you felt completely present.
How can you bring more mindfulness into your daily routine?
What sounds, smells, or sights bring you a sense of calm?
Reflect on a moment when you felt connected to the present.

Journaling prompts for anxiety

Why are you feeling anxious, and are your worries based on facts or assumptions?
When do you usually feel the most anxious, and what triggers those feelings?
If you were giving advice to a friend with these anxious thoughts, what would you say?
What is one small step you can take today to ease your anxiety?
What challenges have you overcome before that can remind you of your resilience?
What are you grateful for right now, and how can you focus on the present moment?

Journal prompts for depression

What thoughts or feelings are weighing on you, and how can you express them without judgment?
What small, achievable goals can you set for yourself today?
What activities or people have brought you joy in the past, and why?
When have you felt proud of yourself, and what can you learn from that experience?
What do you need from yourself or others right now to feel supported?

Goal-setting prompts

What is one short-term goal you’d like to achieve in the next month?
What steps can you take today to move closer to a long-term goal for this year?
Reflect on a past goal—what worked, and what didn’t?
How does achieving your goals contribute to your mental health?
What fears or doubts hold you back from pursuing your goals?

Other mental health prompts

Describe a place where you feel safe and at peace. What is it about that place that helps you feel safe and at peace?
What’s one habit you’d like to break or build, and why?
Write about a memory that makes you smile. What is it about that memory that brings you joy or comfort?
Reflect on a time when you felt truly proud of yourself.
If you could create a sanctuary just for yourself, what would it look and feel like?
Reflect on a small change you’ve been wanting to make and what’s holding you back.
Write about a moment that always warms your heart, no matter how much time has passed.
Write about a time when you surprised yourself by accomplishing something challenging.

Benefits of using journal prompts for mental health

Journaling is more than just writing; it’s a tool for healing, growth, and self-awareness. Journaling prompts for mental health help you:

Process emotions – Putting feelings into words can help you understand and manage them.
Increase self-awareness – Mental health writing prompts let you reflect on patterns in your thoughts and behaviors.
Cultivate gratitude and mindfulness – Focusing on what you’re grateful for can shift your mindset toward acceptance.
Reduce stress and anxiety – Writing about worries can release pent-up tension.
Boost mood – Journaling for mental health can be a source of comfort and joy during challenging times.
Solve problems – Seeing your challenges on paper can make finding solutions easier.
Notice patterns – Over time, journaling may help you see recurring themes in your emotions or actions.
Build resilience – Journaling about struggles can help you reflect on your growth and strength.

How to start using journal prompts for mental health

Starting a journaling practice doesn’t have to feel intimidating. Here’s how you can begin:

#1 Choose your method

Find a notebook or digital platform that feels inviting, whether it’s a simple spiral-bound journal or an app on your phone.

#2 Set a routine

Carve out a specific time to journal. Perhaps it’s morning reflections or evening wind-downs—consistency helps build the habit.

#3 Be open and honest

Write without judgment. This is your space to express yourself authentically.

#4 Create a comfortable space

Find a spot where you feel relaxed and focused. Light a candle, grab a cup of tea, or play soothing music if it helps.

#5 Start small

Even a few sentences are enough to start. You don’t need to write a novel—just begin where you are.

#6 Reflect regularly

Look back at your entries occasionally. Notice how your thoughts and feelings evolve over time.

Harness the power of journaling prompts for mental health

Journaling can become a vessel for emotions, victories, and challenges. Your mental health journey is unique, and journaling offers a way to honor that. Pick up a pen, choose a prompt, and start creating space for your thoughts today.

The benefits of mindfulness aren’t just for adults—kids can experience them too. Mindfulness for kids helps them manage life’s ups and downs with greater ease. Whether through calming corners or simple breathing exercises, teaching mindfulness to kids helps them manage big emotions and develop valuable coping skills for life.

What is mindfulness for kids?

Mindfulness for kids is about paying attention to the present moment—much like mindfulness for adults. While adults might learn techniques like cognitive diffusion or radical acceptance, these concepts can be simplified for children as “thinking about our thoughts, feelings, and the world around us.”

A big part of mindfulness is tuning into the body. Adults might notice subtle cues like muscle tension or shallow breathing, but children often express feelings physically. For instance, if a child says, “My tummy hurts,” we can help them explore whether the sensation reflects hunger, nerves, or excitement.

Benefits of mindfulness for kids

Children’s mindfulness activities support emotional, social, and academic growth. Here are some ways it helps:

Boosts focus and concentration – Teaches kids to bring their attention back to the present moment, improving focus and reducing distractions.
Enhances self-regulation – Helps children manage difficult emotions, respond calmly to challenges, and reduce impulsive reactions.
Builds self-awareness – Encourages kids to become more aware of their thoughts, feelings, and behaviors and the physical sensations that accompany them.
Reduces anxiety and depression – Provides tools to manage overwhelming feelings, fostering resilience over time.
Supports academic success – Promotes a calm, focused mindset for schoolwork and learning.
Increases empathy – Helps children understand emotions so they’re more likely to respond to their peers’ feelings with compassion.
Improves sleep and well-being – Creates a calming bedtime routine that supports better sleep quality.

Teaching mindfulness to kids

Mindfulness might not come naturally to kids right away if it’s not something they’re already learning elsewhere. Introducing these practices can feel like one more thing on your plate as their parent or guardian, but even small efforts can help children build a valuable skill for years to come.

Here are some simple children’s mindfulness activities to begin with:

#1 Body scan

Notice any tension or discomfort in each part of the body, starting from the head and moving down to the toes. Focusing on larger body parts (i.e., head, arms, legs, chest, stomach) can be easier for younger children until they become more aware of their body parts or have increased attention spans with age.

#2 Mindful breathing

Mindful breathing for kids can be calming and centering. Some exercises to try:

Rainbow breathing – Pretend to draw a rainbow with your breath: inhale for a count of four while raising your arms toward the sky, then exhale for four while lowering them to form a rainbow.
Teddy bear breathing – Place a stuffed animal on your stomach and watch it rise and fall with each breath.

Pursed lip breathing – Imagine blowing out candles by pursing your lips and exhaling slowly.

#3 Heartbeat exercise

Place your hands on your chest and focus on the rhythm of your heartbeat.

#4 Guided meditation

Short, guided mindful meditations for kids can be engaging, especially those who use imagery or storytelling. Apps or online tools with kid-friendly visuals can help introduce mindful meditation for kids.

#5 Emotional check-in with colors

Use the “Zones of Regulation,” which associates colors with feelings, to help children check in with themselves and share how they feel:

Green – Calm and happy
Yellow – Slightly agitated or stressed
Red – Intense emotions like anger or frustration
Blue – Sad or low energy

#6 Drawing and coloring

Creative activities like drawing or coloring can ground children in the present and help them express thoughts and feelings without words.

#7 Co-regulation

When an adult participates in mindfulness with kids it creates a shared experience that can be calming in itself. Phrasing it as, “Would you like to do a breathing exercise together?” offers a collaborative approach.

#8 Journaling

Introduce drawing or simple visual journaling as an age-appropriate way for kids to reflect on their thoughts and feelings.

Tips for caregivers

It’s natural for kids to find mindfulness challenging at first, especially if they’re not used to slowing down or tuning into their feelings. It’s okay if this feels like a lot to take on—teaching new skills can be tough, but even small steps can have a big impact over time

Here are some tips to make teaching mindfulness to kids fun, engaging, and age-appropriate:

Keep it short – Aim for brief mindfulness activities for kids that fit their attention span, like a quick “belly breathing” activity or a short grounding exercise.
Begin simple – Start with brief moments of mindfulness, like noticing sounds or taking three deep breaths.
Make it fun – Turn mindfulness for kids into a game—pretend to be animals with slow, deep “lion breaths” or short, quick “bunny breaths.”
Practice regularly – Build mindfulness into a daily routine, like a few minutes in the morning or before bed.
Keep it positive – Frame children’s mindfulness exercises as a self-care activity, not a response to misbehavior, so kids associate them with positive experiences.
Model mindfulness – Model mindfulness during your own stressful moments—kids learn by watching you.
Be patient – Mindfulness is a skill that develops over time. Focus on small steps and celebrate progress.
Mix it up – Have a “toolbox” of different children’s mindfulness activities. What works one day might not work the next, so try various techniques to see what resonates.
Acknowledge small wins – Notice when children successfully engage in mindfulness, even if it’s brief. Praising their efforts helps reinforce it as a positive habit.
Use visuals – Tools like printed breathing exercises or a visual menu of children’s mindfulness activities can make mindfulness easier to remember and practice.
Get professional support – Working with a therapist or parent coach on mindfulness for kids can help caregivers develop personalized techniques and learn how to best integrate these practices into daily life.

Empower kids through mindfulness

Mindfulness for kids can help children manage emotions, improve focus, and feel more in control. With patience and practice, you can help build a foundation for lifelong resilience and well-being. Start small, and over time, you’ll see meaningful results.

From the hustle and bustle of preparations to expectations around social gatherings and gift-giving, there are many challenges that can impact our mental health during the holidays. Research on holidays and mental health finds 68% of people feel financially strained, 66% feel lonely, and 63% feel under pressure during this time of year. Forty percent of people who already struggle with a mental health condition say the holidays make their condition “a lot” or “somewhat” worse. Learning ways to safeguard your mental health during the holidays can help you navigate the season with resilience and enjoy this time of year.

Why does mental health suffer around the holidays?

Throwing the perfect party, giving the best gift, preparing large meals—the holidays come with a lot of pressure, and as those pressures rise so do feelings of stress and overwhelm that can impact our mental health. Naturally, we want to feel like we’re part of the culture and community around us, so we may start to chase those expectations. And with the holidays seeming to start sooner every year, we may experience stress, holiday anxiety, or holiday depression because we’re chasing a target that feels like it’s always moving.

Some other contributors to holiday blues and other mental health challenges include:

Loneliness

A common message about the holidays is that it’s a season of togetherness. If you don’t have a close family or you have complicated relationships with loved ones, you may feel isolated rather than joyful—and it may seem easier to withdraw than engage, which can compound loneliness.

High expectations

The holidays come with societal pressures around decorating, meals, gift-giving, and socializing, which can feed anxiety.

Grief

Holidays may trigger memories of people we’ve lost. While these memories can be fond and comforting, they can also be a painful reminder of those no longer with us.

Financial worries

Financial stress is common during the holidays and can contribute to feelings of anxiety and shame, especially when we feel we must meet expectations from holidays past or keep up with others’ holiday spending habits.

Seasonal affective disorder

Seasonal affective disorder often creeps in during the winter months from reduced sunlight, bringing on feelings of depression and zapping motivation. This can be a double whammy during the holiday season when you’re expected to be joyful.

10 tips for managing your mental health during the holidays

As the holiday season approaches, it’s important to tend to your mental well-being. Here are some tips to help you address challenges around the holidays and mental health.

1. Practice emotional acceptance

Acknowledge your feelings without judgment. It’s OK to feel a wide range of emotions during the holidays. Accept your emotions and validate yourself in the following ways:

Say to yourself, “I feel X because of Y, and that’s OK.”
Focus your attention on the here and now.
Notice your emotions and how they feel in your body.
Observe a situation without trying to change anything.
Remember that feelings are not “right” or “wrong;” they just are.

2. Surround yourself with support

Surround yourself with people who affirm, support, and love you. A good support network can remind you there’s still goodness even when there’s stress or loss.

3. Start new traditions

Changing the way you celebrate the holidays can be helpful for lots of reasons, but particularly if you’re grieving a loved one and the traditions you shared or if you’re in a new phase of life where old traditions are no longer financially sustainable. Doing things differently helps us not ruminate or hyperfocus on what was, what could be, or what “should” be. There’s no timeline on grief. It’s OK to have two realities happening at the same time.

4. Hold boundaries

Boundaries serve as protective shields around holidays and mental health for our limited resources like money, time, energy, and emotional capacity. They nurture and support us and help us foster healthier relationships. Boundaries aren’t just about others; sometimes it means saying no to yourself, like limiting your time or spending. For example, “I will only stay one hour at this event,” or “I’m not spending money on gifts that aren’t in my budget.”

5. Make choices that align with your values

Make choices based on your values—rather than emotions—to guide your behavior. While you can’t control outcomes, you can feel proud of how you respond. When you feel overwhelmed, take a moment to think of how you want to respond. For instance, if a family member upsets you, take a break or breathe deeply instead of responding with a knee-jerk reaction out of anger.

6. Set realistic expectations

You can’t do everything, so avoid overcommitting or putting pressure on yourself to make the holidays “perfect” for others. This allows you to actually enjoy the holiday season in meaningful ways for yourself. Try not to get caught up in what’s not happening, what needs to get done, what you don’t have, and what standards you’re not meeting. Practice self-compassion, know your emotional, financial, and energy capacity, and bring yourself back to the present moment when you feel like you’re not doing enough.

7. Give yourself grace

Let go of perfectionism and the belief you must perform or meet others’ needs and standards during the holidays. Give yourself grace and recognize that you’re only one person with 24 hours in a day and with X amount of money in the bank, and that’s OK regardless of what others may think or feel. Affirm yourself and watch out for judgment or self-criticism.

8. Use consequential thinking

Consider potential outcomes when you’re faced with a decision. If you find yourself saying yes to something when deep down you want to say no, take a moment to reflect. Think about how that decision might make you feel and what ripple effects it could have in the long run. Hit the pause button before committing to something that could end up causing more distress in the future. It’s not always easy in the heat of the moment, but practicing it can be incredibly valuable, even in seemingly simple situations.

9. Practice self-care

Check in with yourself regularly to take stock of your mental health during the holidays. Engage in activities that promote your well-being and avoid self-medicating with alcohol and drugs, which can amplify holiday anxiety and holiday depression. Self-care may include:

Setting boundaries
Taking breaks (including paid time off)
Exercising regularly
Engaging in hobbies and interests
Eating nutritious food
Getting the right amount and quality of sleep
Socializing with people you enjoy

10. Seek professional help

You don’t need to wait until a crisis to reach out for help. Whether you’re dealing with worsening symptoms of a mental health disorder or need to talk to someone about the stresses of the season, lots of people need support with mental health during the holidays. Therapists and mental health coaches can help you navigate triggers and come up with solutions.

Prioritize your mental health during the holidays

Be kind to yourself during the holidays. We’re often our harshest critics, which can fuel isolation, avoidance, and self-judgment as we strive to meet unrealistic expectations or take care of our own needs. Understanding that perfection is elusive can provide a sense of relief and remind ourselves that we deserve patience, kindness, and grace during the holidays as well. Remember that mental health coaching or therapy is always an option, even as a way to plan for the stresses to come or in response to predictable holiday anxiety or depression. Either way, it’s a sign of strength and self-love to reach out for help.

What do you do when “the most wonderful time of the year” becomes the most difficult? While this season can be enjoyable, it also comes with the potential to add layers of holiday stress to already-busy lives and worsen existing mental health conditions.

If you’re feeling the pressure of coping with holiday stress, you’re not alone. While holiday movies and social media make it seem like everyone is filled with joy, the data tell a different story. In a report shared by the American Psychological Society (APA), 38 percent of people said they feel more stress during the holidays; only 8 percent said their stress levels decreased during the holidays.

Holiday stress tips

What causes this extra stress during the holidays? Here are nine challenges that often feel overwhelming this time of year, along with holiday stress tips to help you manage them.

1. So many to-dos at work, so little time

There are lots of reasons to take time off work during the holiday season, but work won’t necessarily slow down. This can leave you worried about managing your workload and trying to get time off approved. At the same time, you might find that you have even more than usual on your personal calendar, including spending time with family and friends and honoring cultural expectations and long-held traditions. All of these competing demands can leave you feeling overwhelmed and stressed about not having time to get everything done, and those thoughts may spoil the moments when you’re trying to unplug.

Tips for managing holiday stress at work

Take time off if possible. Taking time off around the holidays to invest in your other values can help create work-life balance.
Talk to your manager ahead of time. Ask about opportunities for adjusting workloads or making flexible arrangements over the holidays, such as remote work or flex schedules.
Make your time count. Cook nourishing meals, make time for exercise, and avoid using alcohol or other drugs as a way of managing holiday stress. Notice places in your day where you might be mindlessly spending time on activities that are time-consuming, yet don’t bring you joy or closer to accomplishing your goals, such as scrolling on social media. Consider setting boundaries around these activities to leave more room for work productivity and meaningful personal time.

2. Navigating family conflict

Spending time with loved ones can be one of the greatest joys of the winter holidays. Over half (53 percent) of people surveyed named family time as the best thing about this season. But family time can also breed conflict.

Challenging family dynamics can cause friction between loved ones and cast a shadow over happy gatherings. Some family members might not get along. And holiday stress can make everyone’s fuse a little bit shorter, especially if out-of-town visitors are staying under the same roof for extended periods of time. Even joyous family gatherings can add stress by creating more work for those who are hosting relatives or traveling out of town for gatherings.

Tips to manage family time

Set boundaries. Carve out time for yourself and limit activities that may harm your mental health. You don’t need to put other people’s preferences ahead of your needs. Communicate kindly and clearly with loved ones about your boundaries.
Make choices that align with your values. You can’t control other people, but you can control your response. Allow your values to guide you through prickly situations.
Practice acceptance. When we face difficult situations, we tend to wish things could be different, and this tension can make us even more stressed. Practicing acceptance of what we can’t control helps us cope with negative emotions. Remember, just because you accept something doesn’t mean you have to approve of it or like it—you’re simply acknowledging reality as it is.

3. Struggling with gift-giving, financial strain, or commercialism

When you add up the cost of gifts, decorations, food, and holiday travel, it’s no surprise that nearly half of people surveyed named financial concerns as their main source of holiday stress. The pressure can weigh especially heavily on women, who are expected to create magical (and often costly) holiday experiences for their families.

Tips to manage financial stress during the holidays

Make a budget before the holidays arrive and stick to it.
Keep your core values front and center. Chances are, it’s not the gifts or decorations that you find deeply meaningful or memorable, but instead, the time spent with loved ones. Reminding yourself of your values can help you feel centered.
Create family traditions that don’t require event tickets or expensive supplies.
Cut down on your exposure to ads and commercialism on TV and other media.

4. Struggling with expectations

With work, family, shopping, and preparing for guests or travel, you may feel like you have no time for all the little holiday details you “should” be handling. “A lot of our stress during the holidays can come from the ‘shoulds’—our expectation of what the holidays should look like, how we should feel, and what we should be doing to celebrate,” says Joe Grasso, PhD, Lyra’s senior director of workforce mental health. “But often those expectations can set us up for unhelpful anxiety and unneeded disappointment when things don’t look picture-perfect.”

Tips for finding balance

Prioritize the things that are most important to you, and say no to the rest.
Set realistic expectations. The imagined “ideal” holiday rarely comes to pass. Focus instead on the people and values that matter to you.
Make time for relaxation and exercise. Try deep breathing or meditation to tame your stress during the holidays. Even a brief mindful breathing practice can have a meaningful impact on your stress levels.
Plan ahead and make things easier for your future self. Anticipate and guard against your unique holiday stress triggers. For example, if holiday travel stresses you out, create an itinerary ahead of your trip. We often avoid things that are most stressful to us. While this brings us relief in the short term, eventually it catches up with us and makes us more stressed.

5. Grief and loss

For some, a season that was once a source of joy has become a painful reminder of what’s been lost. Death, estrangement, and other types of loss may have irrevocably changed the makeup of your family during the holidays. Activities and traditions that used to be fun may now spark painful memories.

Tips to manage grief this season

Don’t force yourself to celebrate. It’s OK if you’re not authentically feeling the holiday spirit.
Avoid comparing your holiday to the holidays of others who haven’t experienced a similar loss.
Tell trusted friends and loved ones how they can support you during this season.
Find a support group or online network related to grief and loss, and consider talking with a mental health care provider.

6. Feeling disappointed

Maybe your life doesn’t look the way you hoped it would this year. This could be due to family conflict, loneliness, money troubles, career frustrations, or other disappointments. Maybe each holiday season reminds you that another year has passed without a particular achievement you hoped to reach. Or perhaps your life has changed dramatically since last winter, and you feel grief or resentment about not having the same life you had last year at this time.

Tips to manage disappointment

Practice gratitude. Even brief gratitude practices—like keeping a gratitude journal or making note of things you’re grateful for each day—have been shown to increase positive emotions and improve health.
Notice when you’re selling yourself short. When we get stuck in negative thoughts, we tend not to notice what’s going well. Identify things that are helping you or bringing you joy. Your disappointments are real and valid, but they don’t have to define your entire experience.
Choose helpful thoughts. Sometimes our patterns of thinking get extreme, which can make us feel hopeless, helpless, or worthless. Put some of your most common thoughts through a filter: Is there enough evidence that this thought is true? Is this thought useful? Is it leading me toward any helpful actions? Can I think of a more balanced thought that reflects my full reality?

7. Loneliness

A season that is supposed to bring people together can feel lonely if you don’t have loved ones to celebrate with, or if you don’t celebrate the same holidays as those around you. Since so many holidays involve religious traditions, you may feel left out if you don’t share those same beliefs.

Tips to manage holiday loneliness

Avoid using alcohol or other drugs as a way of coping with holiday stress and loneliness.
Consider volunteering and giving back to others. Research suggests that volunteering fights loneliness by making us feel more connected to others.
Be the first to reach out. Others might also be struggling with loneliness this season and by reaching out you can help build a sense of community for yourself and others.
Use technology to connect with friends and loved ones you can’t see in person.
Reach out to a mental health care provider if your loneliness has become distressing.

8. Seasonal affective disorder (SAD)

Seasonal affective disorder is a type of depression that occurs because of changes in the seasons. Symptoms usually appear during late autumn and can include sadness, loss of interest in activities, low energy, sleeping changes, trouble concentrating, and more. Less daylight over winter months can contribute, along with cold weather keeping you indoors.

Depression symptoms can increase holiday stress by sapping your energy at the very time of year when you have a longer to-do list.

Tips to manage SAD

Consider seeking help from your doctor or a mental health professional to learn more about treatments that can be helpful to many people with SAD.
Make time for things that bring you joy.
Try to take advantage of milder weather days to get outdoors.

9. Managing struggles with alcohol use

For people who are struggling with alcohol use or have in the past, the expectation to use during the holiday season can be stressful and even pose a relapse risk.

Tips to manage alcohol this season

Be aware of your triggers. Check in with yourself about what situations, people, moods, or thoughts make it more likely that you use alcohol in a way that you aren’t comfortable with.
Use your support system. Consider sharing your goals related to substance use with someone you trust and let them know that you might need support or help staying accountable.
Make a plan for avoiding or coping with triggers. That could mean calling a trusted friend or family member, having an excuse (and means of transportation) on hand should you need to leave early, or practicing what you would say when someone offers you an alcoholic beverage that you don’t want to accept.

You’re not alone

Holiday stress is usually short-lived. However, if you’re finding it hard to function at home, at work, or in your relationships, reach out to a mental health professional. Therapy, coaching, and counseling can help with managing stress during the holidays. It’s normal to need extra support right now.

If you have Lyra benefits through your employer, take advantage of them. Lyra provides self-guided activities as well as structured guidance from mental health professionals so you can end the year feeling hopeful and empowered. And remember, no matter what holiday stress tips you take this year, make sure to celebrate yourself and your efforts. You’re making the best of what can be a difficult time.