Therapy provides a toolkit for the challenges of everyday life. The benefits of therapy range from helping you better understand your thoughts and feelings to improving relationships, managing mental health conditions, and building self-confidence and resilience.

What are the benefits of therapy?

Some people discover the benefits of therapy during difficult situations like losing a loved one, experiencing a traumatic event, or managing a mental health condition. For others, therapy is a tool to enhance well-being, navigate life transitions, or learn new skills. Here are some ways therapy can better your life: 

#1 Better manage emotions

Therapy is a safe place to process difficult feelings. People sometimes try to avoid emotions like grief, sadness, anger, or fear because they’re afraid of feeling overwhelmed or they’ve gotten the message that they shouldn’t express these emotions. For example, in many cultures it’s common for people to apologize if they start crying, but therapy is a place where no one will judge you or your emotions. Having a specific time and place to address strong feelings each week can ease your fears of being overwhelmed and give you the tools to manage emotions in your everyday life.

#2 Healthier thoughts

Thoughts are automatic reactions that greatly affect our lives. Therapy helps you understand your thoughts and reactions on a deeper level and change them for the better. Grounding exercises like mindfulness, relaxation techniques, and body scans can help you notice your thoughts without feeling controlled by them. And approaches like cognitive behavioral therapy (CBT) teach you to look at your thoughts objectively and identify unhelpful beliefs. 

#3 Decrease mental health symptoms

Another benefit of therapy is it can help you manage mental health symptoms such as mood changes, substance use, sadness, and worry. Therapists teach coping skills and help you work through distress. They can also refer you to a psychiatrist or physician if medication might improve your symptoms.

#4 Heal from trauma

Trauma can lead to emotional distress, mental health conditions like anxiety and depression, flashbacks, physical distress, and other symptoms. One of the benefits of therapy is helping you work through painful memories and emotions associated with trauma. This can restore a sense of safety, trust, and resilience. Your therapist holds a safe space for your feelings, so you can feel them without fear of getting trapped in them. 

#5 Set boundaries

Therapy can also help you set boundaries with family, friends, or at work. One of the benefits of therapy is that you’ll identify roadblocks preventing you from setting healthy boundaries. You’ll also develop practical strategies and communication techniques to assert your needs and enforce your boundaries.

Does therapy work?

A large body of research shows that the benefits of therapy are significant and long-lasting. Therapy can decrease mental health symptoms and is linked to positive changes in the brain and body. It’s been proven to increase coping skills and improve quality of life. Therapy can also improve symptoms in people with substance use disorders, eating disorders, and other complex conditions. Plus, the benefits of couples therapy and the benefits of family therapy are well-established as ways of improving relationship dynamics and communication skills. 

Getting started with therapy

If you’re ready to explore the benefits of therapy, you’ll need to find a therapist you trust and set up an appointment. As you begin your journey, consider the types of therapy that are best for you. Here are a few common options:

1. Individual therapy. These sessions include you and the provider. Individual therapy can address any number of challenges, such as mental health conditions, relationship problems, trauma, and stress.
2. Group therapy. One or more therapists meet with a group of clients who share similar challenges. Group therapy can help you feel less alone in your struggles, hear different perspectives from others, and develop relationship skills.
3. Couples therapy. Couples therapy is for romantic partners who want to strengthen or repair their relationship. You may see the therapist both separately and together. 
4. Teletherapy. Virtual therapy takes place through telecommunication or video conferencing. It can connect you to providers outside your area and cut out the commute time to an office appointment.

What to expect in your first therapy session

Your first session will likely be an introduction to therapy and your provider. Your therapist will explain what to expect in counseling sessions and their role in your journey. You’ll talk about what you hope to gain from therapy and set goals. 

You’ll also have a chance to ask questions to see if you’re a good match. This part is important because the trust and rapport between therapist and client sets you up for a good outcome. You might want to know more about them or their treatment strategy to see if you’ll feel at ease with them. It’s OK to ask questions that may feel uncomfortable to you. Therapy is a place where you can be open and honest. If the therapist isn’t a good fit, they can help you find another provider better suited to your needs.

How to find a therapist

If you’ve never been to therapy before or it’s been a long time, it can feel daunting to find a mental health care provider. You can ask your health care provider for a referral or check with your insurance company for in-network therapists. Some people feel more comfortable with a therapist who shares their race, gender identity, age, or background. If your employer offers mental health benefits through Lyra, you can search for a therapist based on those preferences. 

Take the first step to a better life

You don’t have to struggle through life’s ups and downs alone. The sooner you address mental health challenges, the less of a toll they’ll take on your relationships, career, health, and happiness.

Each year at Lyra’s Breakthrough conference, we have the privilege of honoring some of our outstanding leaders and HR teams by awarding Workforce Mental Health Awards. These six awards recognize individuals and organizations committed to transforming mental health care for their employees and beyond. 

Congratulations to all of this year’s winners. We can’t wait to see what’s to come in the year ahead!

Workforce Mental Health Company of the Year: Airbnb

Awarded to the company that has demonstrated steadfast focus on and achieved meaningful results related to the mental health care of their entire employee base. This company thinks about mental health care not just as an employee benefit, but as a company-wide priority. 

Beyond simply providing access to mental health support, Airbnb raises awareness of its benefits programs through an internal campaign that highlights support, tailored to employees’ needs at strategic times of year, and at different stages of their life and career journeys. From highlighting parental coaching before back-to-school season, to sharing employee testimonials about how therapy and coaching has supported their mental wellbeing – as well as organizing webinars tailored for employee resource groups, Airbnb champions and supports mental health year round.

Workforce Mental Health Leader of the Year: Clare Miller, Global Mental Health Benefits Manager at Meta

Awarded to a leader who has consistently prioritized the mental health care of their employees by visibly and meaningfully integrating a mental health care focus into their broader company strategy.

Clare Miller is a phenomenal champion for mental health, approaching care with a strategic and empathic lens. Clare’s passion for mental health is rooted in recognizing how challenging it can be for people to take the first step toward help, and the opportunity to improve people’s lives when those moments are met with a tech-enabled user experience that scales access to quality care. In January 2023, Clare took the Lyra care experience international for Meta. In collaboration with Lyra, she’s committed to increasing equity in mental health care on a global scale. Clare’s dedication to mental health is palpable, and her drive to offer better, more accessible care makes her an inspiring partner and benefits leader.

Workforce Mental Health Rising Star Award: Salt River Project

Awarded to a leader in their first year with Lyra who is showing exceptional promise and commitment to bringing mental health care to their employee base. 

Salt River Project has demonstrated incredible efforts to bring mental health benefits and awareness to its entire population, whether they work from home, in office, or in the field. Since launching with Lyra last November, they’re seeing some incredible first-year results and engagement—a testament to their thoughtful, creative, and innovative strategies for reaching their employees where they are, with the resources they need. This early success was bolstered by a strategic launch plan, which included running a launch-day table staffed by executive sponsors, the benefits team, and a Lyra team member to promote the new benefit offering. But SRP has not stopped there—the team continually works to find creative ways to integrate the benefit into existing communication channels. Later this year, their customer service safety team will be hosting a mental health day, which will include visiting field workers and front-line call center employees to talk about the benefits of receiving mental health support. SRP is creating a culture of well-being for their entire employee population. We can’t wait to see the impact of their initiatives grow with time.

Workforce Mental Health Campaign of the Year: Stanford Medicine Children’s Health

Awarded to a company that stands out for its outstanding creativity and effectiveness in driving mental health awareness through a remarkable campaign, showcasing its commitment to fostering a mentally healthy workplace through extraordinary initiatives that genuinely engage and inspire employees. 

Stanford Medicine Children’s Health is actively enhancing the well-being and resilience of its team members, particularly in response to the unique demands of the medical profession, which have been spotlighted during the pandemic. Collaborating with Lyra, they launched an educational campaign that encouraged sustained engagement. This initiative offered a unique incentive: Team members who completed a Lyra Learn course received contributions towards their health savings account or health reimbursement account, promoting mental health and well-being. This campaign saw remarkable participation, with employees completing over 12,000 training sessions, highlighting Stanford Children’s dedication to mental health awareness, education, and employee engagement.

Workforce Mental Health Innovator of the Year: Jonathan Howland, Senior Manager of Benefits at Walmart

Awarded to a leader who has demonstrated a willingness to push limits and think boldly about the future of workforce mental health.  

Jonathan Howland is incredibly passionate about mental health. He always strives to do the right thing for associates. With a background in social work, he brings both a clinical and business lens to this work, continually raising awareness and working to support the issues that Walmart associates are struggling with. Jonathan has gone above and beyond when it comes to advocating for mental health. He not only works internally with leadership to build support for mental health benefits, but he also works tirelessly to make sure associates receive the information they need in order to access the benefit. Jonathan has been and continues to be an incredible partner, pushing limits and challenging us to think boldly about how to increase awareness and offer new, innovative services. 

Workforce Mental Health Innovative Company of the Year Award: Workday, Inc.

Awarded to the HR team that has demonstrated a willingness to push limits and think boldly about the future of workforce mental health.

Workday, Inc. is a values-based organization, with employees being its number one core value. In support of this, Workday demonstrated an unwavering commitment to redefining employee well-being in the workplace, and it did this by building and implementing a comprehensive mental health program that provides access to on-demand counseling and unlimited coaching support. Workday has also added on-site mental health counselors at five of its key locations. This helps to ensure that employees have access to responsive care whenever they need it. Workday is a forward-thinking leader in prioritizing mental health support, serving as a champion for benefits that contribute to the holistic well-being of their employees.

In an election year that’s shaping up to be as divisive as ever, how can people navigate their anxieties around the upcoming elections at work? Since political issues intersect with our identities, beliefs, and values, the stakes feel higher than typical conflicts. Even with the sensitivities around the political landscape, with the right tools, anyone can navigate election anxiety at work with professionalism, boundaries, and empathy.

Coping with political anxiety

It’s natural to feel stressed during election time when you’re invested in the outcomes. 

You may feel overwhelmed by constant news updates, have trouble sleeping and concentrating, and experience awkwardness or tension in your relationships. Healthy coping starts outside the office, and you can learn skills to help you feel more resilient and centered both at home and at work when your political anxiety is triggered with the tips below.

Accept your feelings

Sitting with your feelings may mean practicing mindfulness, or “paying attention on purpose” in the present moment by feeling your feelings and not judging them as good or bad. For example, if a divisive political issue comes up in a meeting, try paying attention to your body and senses to help you stay in the present moment and be less reactive. Feel your feet on the ground. Ask yourself where you feel tension. Try to relax those parts of yourself. 

Focus on what you can control

Shift your attention toward what’s manageable during election season, such as setting goals, carving out time for self-care, volunteering, and spending time with loved ones. This can lessen the stress of disagreeing with colleagues by putting your energy toward meaningful action outside of work.

Take care of yourself

Getting enough sleep, eating nutritious food, exercising, and spending time with loved ones are ways to prioritize your well-being. To combat election stress, make time for activities that sustain you. For example, if you have a regular bedtime routine that helps you unwind before you sleep, set aside time for it rather than checking news updates.

Be aware of thinking traps

Challenge negative thought patterns that can surface around fear, such as catastrophizing future scenarios and overestimating their likelihood, as well as discounting facts. When you feel yourself swirling and thinking about the “what ifs,” take a minute to notice that feeling, name it, and remind yourself that you are resilient and you have navigated challenges before.

Take a media break

“Doom scrolling” can be tempting during elections. Take a news and social media break or decrease the time you spend on news and social media.

Take care of your mental health

Prioritize self-care strategies like regular breaks, mindfulness, and getting support from mental health coaches and therapists to help you manage election anxiety.

Dealing with co-worker conflict during elections

Varied political opinions and heightened emotions can strain work relationships. Here are some ways to stay centered when interactions are charged by political anxiety.

Keep the focus on work

Concentrate on work-related tasks like setting goals and completing assignments. When politics comes up, steer the conversation toward work-related topics by asking a relevant question, such as “Oh, I’ve been meaning to ask you, how are we progressing on the Smith project? Do you need any help?” This helps your teammates focus on work and minimizes distractions.

Hold boundaries

You can’t control other people, but you can set limits that support your well-being. For example, if a coworker is trying to discuss politics, tell them that you prefer to keep communication about work. 

Respect differences

Recognize that co-workers may have different political beliefs and perspectives. Avoid making assumptions about others’ beliefs.

Practice emotional agility

Work on managing your own emotions and how you react to others’ emotions. Emotions aren’t good or bad, so allow space for all feelings without judgment. Practice acknowledging differing viewpoints without becoming emotionally reactive.

Communicate mindfully

Pay attention to how you communicate opinions and views. Using “I” statements to express your thoughts helps others feel like you’re not imposing your views on them. 

Managing teams during elections

Managers are in a tough spot during elections. Not only do they have to handle their own stress, they must maintain a peaceful and productive team environment. Teams often include diverse people with a variety of political beliefs, and managers can’t take sides at the risk of alienating anyone. Here are some ways to help you and your teams manage political anxiety and maintain a respectful work environment:  

Set expectations around political talk

Remind employees that everyone should feel safe, welcomed, respected, and included in the workplace. Communicate that the company doesn’t want to stifle healthy dialogue about social issues, but does expect limited disruptions and a culture of respect. Encourage employees who do decide to engage in political discussions to approach them with curiosity and accept that they may not find common ground. Conversation should be seen as an opportunity to understand each other better, not change each other’s minds.

Lead by example

Demonstrate respectful communication and professionalism in your interactions. For example, don’t express strong political opinions in the workplace and step away from conversations about politics or redirect employees to a work topic.

Teach conflict resolution strategies

Conflict at work is inevitable, so instead of trying to prevent it, focus on building a culture where conflicts are addressed openly and respectfully and people feel safe voicing their concerns. This could include a designated space or time to discuss concerns or training on conflict resolution.  

Emphasize shared goals

With so much political anxiety during elections, it can help to shift the focus from what divides us to common ground, such as shared goals or values, peer support, or projects that emphasize teamwork.

Schedule strategically

When possible, plan meetings to avoid peak periods of political activity — an all-hands meeting on election day, for example. This can minimize political discussions and help employees work together without the distraction of major political events. When this isn’t possible, set clear expectations up front by creating a clear meeting agenda and emphasizing the importance of staying focused on work-related topics for productive collaboration.

Know your mental health resources

Recognize that regardless of your team’s political party or beliefs, tensions are running high throughout the community, and many team members may be feeling stress or fear about the election. Familiarize yourself with your company’s mental health resources so you can point your team to the right support if they’re having a hard time. Make sure you’re taking care of your own mental and emotional health by taking breaks, practicing self-care, and reaching out for support when you need it.

Thriving beyond election anxiety

Election time can create challenges at work, but with self-awareness and the right support, it’s possible to get through this season with grace, resilience, and respect for your colleagues.

Building resilience in children is similar to helping them develop strong muscles for their minds. Just as we exercise our bodies, kids can benefit from learning how to boost their mental strength and tackle challenges in healthy ways. 

Resilience in children is cultivated through a combination of individual attributes, such as strong problem-solving skills and emotional intelligence, and external factors, like supportive relationships and positive experiences. By fostering inner resolve, we can empower children to face life’s ups and downs with a healthy outlook and the tools they need to thrive.

Helping your child overcome obstacles

Building resilience in children is essential for their development and well-being. Here are five tips to cultivate resilience in your young ones:

1) Normalize failure. Embrace failure as a natural part of learning and personal growth in the family. Encourage your child to see setbacks not as obstacles but as opportunities to gain valuable insights and build character. Reinforce the idea that every attempt, regardless of its outcome, is a step toward achieving their goals. This approach helps children develop a healthy perspective on failure, seeing it as a stepping stone rather than a roadblock.

2) Encourage emotional expression. Create a safe environment where sharing feelings is encouraged and validated. Consider teaching your child to identify and label their feelings. Being able to pinpoint anger and frustration versus sadness and fear can help children navigate what they’re experiencing and seek support when needed. 

3) Promote supportive relationships. Social bonds, whether with family, teachers, or mentors, are foundational for children to learn important life skills, like planning ahead and expressing what’s on their minds in a safe space. 

4) Develop coping skills. Equip your child with problem-solving skills by guiding them to think of solutions to challenges they face, starting with smaller issues and gradually addressing more complex problems. Consider teaching them stress-reduction techniques like deep breathing, mindfulness, or engaging in physical activity. 

5) Cultivate community connections. Encourage participation in activities that offer a sense of belonging and mutual support. Whether it’s through sports teams, clubs, volunteer work, or cultural groups, being part of a community reinforces the idea that we’re all in this together. 

How whole-family care supports kids and teens

While cultivating an environment where your children are allowed to learn and fail is critical, families have the most success when the entire family is cared for. When families come together to create a safe space, children are more inclined to face challenges with emotional strength while feeling supported in whatever they may encounter.

Here are some ways the whole family can practice overcoming obstacles together: 

1) Foster open communication. Encourage family meetings in which each member can share their experiences, challenges, and successes. This practice not only supports individual resilience but also strengthens family bonds, creating a shared understanding and mutual respect.

2) Model and share coping strategies. As parents or caregivers, share how you manage setbacks or stress. Modeling how you respond to challenges in life can be a powerful way to teach your child how to build resilience in the face of adversity. 

3) Encourage collective problem-solving. When facing family challenges, involve all members in brainstorming solutions. This collaborative approach not only empowers children to contribute their ideas, but it also teaches them that emotional agility involves seeking and offering support within the family.

4) Celebrate together. Recognize instances when your child has overcome an obstacle or received support during a difficult time. These moments reinforce the value of building resilience within the family.

Integrating whole family care ensures that children receive the help they need, and it contributes to the emotional strength of other family members. 

While health care workers care for us, they often face immense emotional strain and struggle to balance care for others with their own well-being, which can lead to compassion fatigue.

If you’re a health care worker, this article is for you. Let’s explore how you can recognize and recover from compassion fatigue and burnout while continuing to offer quality patient care.

What is compassion fatigue?

Compassion fatigue is a set of stress-related symptoms experienced by caregivers and health care professionals when working with traumatized people over an extended period of time.

Common compassion fatigue symptoms often look like:

• Emotional and mental exhaustion: You may feel emotionally depleted and/or mentally weary. This includes difficulties with memory or concentration.
• Physical symptoms: Chronic stress and emotional strain can manifest as headaches, insomnia or chronic tiredness, and gastrointestinal issues.
• Depersonalization: Common reactions include distancing yourself emotionally from patients, colleagues, or the health care profession as a whole. You may also begin to feel indifferent, cynical, or detached from your work and the people you serve.
• Feeling like you can’t make a difference: No matter how hard you work, you feel that there will always be more people to help and you won’t be able to keep up.
• Numbness or difficulty empathizing: You may not feel the same sense of satisfaction in your work that you’re used to. This can make it increasingly difficult to connect with patients or provide the same level of empathetic care as before. 

Compassion fatigue vs. burnout symptoms: Is there a difference? 

Compassion fatigue is often confused with burnout. While there are similarities, burnout is mainly characterized by physical exhaustion and low energy levels. While tiredness is also common in those experiencing compassion fatigue, compassion fatigue symptoms affect your emotional and mental health as well. 

6 tips to manage burnout and compassion fatigue in nursing

Providing care to patients is the number one priority for health care workers. But if you’re experiencing burnout or compassion fatigue symptoms, it can be tough to care for yourself, your health, and the relationships around you. Here are some ways to manage feelings of burnout and compassion fatigue:

1. Prioritize self-care. Taking care of yourself is essential when addressing compassion fatigue in nursing. Consider carving out time for hobbies that promote relaxation, joy, and emotional renewal. Engage in physical activities such as exercise or a walk around the block, or decompress through mindful meditation or journaling to replenish your well-being. 
2. Seek social support. Connect with colleagues, friends, and mentors who understand the challenges of working in health care settings. Peer support groups and professional networks may offer opportunities for sharing experiences, gaining perspective, and accessing resources about how to tackle compassion fatigue. 
3. Practice boundary setting. Establish clear expectations with others to protect yourself from compassion fatigue. Consider declining additional responsibilities, and delegate tasks when necessary so that you don’t feel overwhelmed. 
4. Use your time after work wisely. Set aside some time to create an end-of-day ritual for yourself after work. Make a to-do list for the following day, visualize putting work to rest, or listen to your favorite playlist during your commute home. When you help yourself disconnect from work, you can recharge more fully and enjoy your personal time. 
5. Talk to your employer. Taking some time to speak to your manager can be an effective way to get your needs met and improve your situation. Plan ahead by outlining your concerns and feelings, as well as some possible solutions that might help you. Let them know ahead of time that you would like to speak to them so you can both be supportive of each other. 
6. Engage in self-reflection practices. Regular self-reflection can help us process our experiences. Utilize guided self-assessment activities, such as the one offered below, to identify triggers, develop coping strategies, and gather insight about how you’re feeling. 

Not sure where to start? Remember, you aren’t alone and help is available. Download this free workbook to gain valuable insights into your self-care needs. 

We all face pain and hardships. Whether it’s a career setback, breakup, or health scare, building resilience is crucial for navigating life’s challenges. While you can’t always control your initial reactions to tough situations, you can learn how to build resilience to help you recover and move through challenges faster.

What is resilience?

Resilience is our ability to bounce back from life’s curveballs. Resilience isn’t avoiding difficult situations or pretending everything’s fine when it’s not. It’s handling tough times by staying mentally flexible and emotionally flexible—and it’s a skill we can get better at with practice. 

Why is building resilience important?

Learning how to build resilience is important because it empowers you to navigate life’s challenges with greater ease, recover from setbacks, and feel better. “Setbacks are one of life’s certainties and a universal part of the human experience, but research and likely your own experience show that resilience can help you bounce back, reduce the effects of stress,” said Joe Grasso, PhD, vice president of Workforce Transformation at Lyra Health.

How to build resilience

Good news: Everyone can build resilience with practice and support.

#1 Practice acceptance

During difficult times, it’s natural to feel disappointed or frustrated, and worry about what’s to come. These emotions can be uncomfortable but they’re normal. “While your instincts may tell you to avoid, eliminate, or suppress difficult feelings, that can actually make things worse,” said Dr. Grasso. “Instead, try mindfulness as a way to accept what’s happened.”

Observe your thoughts and feelings without trying to change them or labeling them as good or bad. Pay attention to your physical sensations as well. Is your jaw tight? Are you clenching your shoulders? Noticing, identifying, and not judging signs of physical distress can help you accept what’s happened without having to approve of it so that it can pass.

#2 Focus on what you can control

When you think decisions are out of your hands, it can feel like you’re drifting. Focusing on what you can control and recognizing your ability to change course can be empowering.

“Adversity can undermine confidence in your ability to change your circumstances,” said Dr. Grasso. “For example, if you feel blindsided by a negative performance review, you may start to worry that no matter your efforts, you’re destined to fail. But those worries aren’t only inaccurate, they can lead to dangerous inaction.”

Building resilience can involve shifting your perspective. For example, you could respond to a negative performance review by recognizing that it doesn’t define your future success and reframing it as an opportunity for growth rather than a confirmation of failure. 

#3 Work toward a new goal

Another resilience strategy is setting a new goal. Maybe you want to hone a new skill, find a different job, start dating again, or mend a relationship. Is there a hobby, cause, or interest you’ve neglected? Working toward a goal can help you refocus on your values and inspire you to move forward.

#4 Think optimistically

Your attitude matters when you’re learning how to build resilience. Some people think you’re either naturally pessimistic or optimistic, without much ability to change, or that optimism is just a naive view of the world. The truth is optimism is based on how we make sense of what happens to us. Some positive psychology researchers describe optimism as the three Ps: 

• Personalization – Acknowledge your efforts and successes and understand setbacks involve multiple factors.
• Pervasiveness – View setbacks as disappointing in one area of life rather than defining your identity.
• Permanence – Recognize hardships as temporary and changeable, focusing on positive qualities and potential for improvement.

#5 Connect with others

Building resilience isn’t something we tackle alone. Our connections with friends, family, and colleagues are important in helping us get through tough times. It’s not just having trusted people in our lives, it’s genuinely connecting with them so they can validate our attempts, reframe challenges, and encourage us. 

“When asking loved ones for support, it helps to be specific about your needs,” said Dr. Grasso. “You may ask friends or family to offer words of encouragement, keep you accountable, or even lend a helping hand as you pursue new goals. Asking for concrete types of support will help reduce ambiguity about how people can best help you and improve the chances that their attempts are worthwhile.”

#6 Take care of yourself

Prioritizing self-care helps to reduce stress, enhance emotional well-being, and maintain a positive outlook. By investing in self-care practices like getting plenty of sleep and doing things you enjoy, you “fill your tank” so when tough times come around, you’re not facing them “on empty.”

#7 Work on problem-solving skills

Problem-solving skills empower us to tackle challenges and find solutions rather than feeling overwhelmed. Examples of problem-solving skills include breaking down complex issues into manageable steps and seeking different perspectives. A Lyra mental health coach or therapist can help you learn and build problem-solving skills for building resilience.

#8 Get professional help

Talking to a mental health professional can be a powerful resilience strategy. “Resilience doesn’t mean that you should be able to withstand major stressors without professional help,” said Dr. Grasso. “A therapist can help you address the thoughts, feelings, and behaviors fueling your distress and support you in building a life that’s defined by your goals and values, rather than by your adversity.”

You can do this

Building resilience can help you move through difficulties and thrive in the face of adversity. “Sadness, anger, grief, frustration, and disappointment are inevitable,” said Dr. Grasso, “But resilience can help you cope with those emotions and motivate you to take the right steps.”

We can’t avoid challenges in life, but we can learn how to overcome obstacles and learn from them over time. Building resilience boosts your ability to use the right resources, adapt, and sustain your well-being following life-disrupting events, which helps improve your overall mental health.

Learn how to overcome setbacks and build resilience with a four-step approach called S.O.A.R. This technique will help you face hard times head-on and see obstacles as stepping stones to a stronger you.

• S – Self-compassion and acceptance 
• O – Optimism 
• A – Act wisely 
• R – Reach out for support

(S) Self-compassion and acceptance 

After a setback, it’s normal to experience feelings of guilt, anger, embarrassment, or sadness. Try meeting those feelings with acceptance and self-compassion by being kind to yourself while offering words of reassurance and comfort.

When encountering an emotional setback, one way to practice self-compassion is to treat yourself like you would a friend or loved one in your position. What would you say to them? It’s likely that your response would be more compassionate than judgmental. Try to offer yourself the same kindness.

(O) Optimism

The next way to practice resilience is by adjusting your perspective on the setback. Instead of dwelling on the negative, try shifting to a more optimistic or realistic outlook. This shift in perspective can help you cope with what’s happened and move on to what’s next. 

Consider the three P’s when thinking about how to overcome setbacks: 

• Permanence: Will this matter as much in the next two months? In a year?
• Pervasiveness: Does this affect my whole life or just one part? Who or what in my life reminds me of what’s going well and that my life is bigger than this moment? 
• Personalization: How can I try to prepare better next time for the things I can control while being careful not to take responsibility for things I can’t control?

(A) Act wisely

After meeting yourself with compassion and reflecting on what’s happened in a balanced way, it’s time to move on. This step is about finding a way forward that brings you closer to what you want and that aligns with your needs and values.

You can do this by tapping into your wise mind or finding the middle ground between your emotional and rational response. For example, the emotional mind might think, “I’m really going to lay into my boss for what he said in that meeting!” The rational mind might say, “I’m angry, but I’ve got to shut down and push through.” The wise mind, however, will meet you halfway and say, “I’ll explain to my boss how this situation affects me, without shutting down or being overly emotional.”

 (R) Reach out

Remember that support and resources are available after an emotional setback. Help others help you by advocating for yourself and asking for exactly what you need. 

Consider what type of support would be most helpful for you by asking yourself a few questions:

• What would help me feel better?
• What would help me understand better?
• What would help me take the next step?

For example, if you just need to vent, you can ask a friend for that specific type of help by saying something like: “Could we set aside an hour to talk? I don’t need advice right now, but I do need someone to listen.”

Next time you encounter a setback, remember that these moments will pass and that every setback is an opportunity to grow and learn.

Employee recognition is a simple yet powerful way to show workers they matter. And when they feel valued, everyone benefits—employees feel seen and appreciated, and employers get maximum engagement and productivity. One survey found that a whopping 79% of employees leave jobs because they feel undervalued. Other research suggests that doubling recognition of good work could lead to a 9% increase in productivity and nearly $92 million in additional output for companies with 10,000 employees. 

Recognizing employees is a skill cultivated throughout the entire organization and deeply embedded in its culture, rather than a separate employee recognition program owned by a single program or department.

“Recognizing employees is a skill cultivated throughout the entire organization and deeply embedded in its culture, rather than a separate employee recognition program owned by a single program or department.”

Keren Wasserman

Organizational Development Program Manager

When done well, employee recognition can make the difference between a stagnant work culture and a thriving, dynamic one. 

What is employee recognition?

Employee recognition acknowledges and reinforces behaviors that reflect an organization’s values and goals. It involves celebrating achievements, whether big or small, and showing gratitude for employees’ contributions. Genuinely recognizing employees goes beyond mere words; it tangibly demonstrates how workers’ efforts are valued and integral to shaping overall workplace culture. 

Employee recognition is something everyone should participate in regularly. Incentives and employee recognition programs are helpful systems to support this, but they shouldn’t exist just to “check the box” on work recognition; they need to be part of a culture of employee appreciation and acknowledgment that’s ingrained within the organization.

Employee recognition vs. employee appreciation

While the terms “employee recognition” and “employee appreciation” are often used interchangeably, they carry distinct meanings. Employee recognition acknowledges specific achievements or contributions such as completing a project or exceeding performance targets. Employee appreciation recognizes employees’ inherent value and unique qualities, like dedication, a positive attitude, or collaborative spirit, regardless of specific achievements. Striking a balance between employee recognition and employee appreciation cultivates a workplace culture where employees feel valued for their contributions and celebrated for who they are.

Employee recognition example: “Great job completing the project ahead of schedule. Your dedication and attention to detail really made a difference in getting this exceptional result.”

Employee appreciation example: “Thank you for your positive energy and enthusiasm during our team meetings. Your optimism and collaborative spirit make a big impact on our team dynamic, and I appreciate having you on our team.”

Why does employee recognition matter?

In a competitive job market, retaining top talent is crucial for organizational success. Effective workplace recognition programs signal to workers that their contributions are valued. This in turn builds loyalty and commitment. When employees feel recognized and appreciated, they’re more likely to be engaged—and engaged team members are naturally invested in their work, fueling productivity and innovation. When employees are acknowledged for their efforts, they’re motivated to perform and contribute to positive morale. Job satisfaction increases, leading to feelings of fulfillment and a stronger sense of purpose.

Types of employee recognition

Work recognition can be public or private, from a leader acknowledging achievements in company gatherings to a manager expressing gratitude during a one-on-one meeting. A balance of these approaches is ideal. Recognizing employees may include:

• Acknowledging growth and contributions: Trusting employees with greater responsibility and autonomy, and providing opportunities for promotion and professional development
• Formal recognition: Times when a company officially celebrates achievements like “employee of the month,” award ceremonies or events, achievement certificates, or other milestones
• Informal recognition: Gestures that unexpectedly uplift spirits, such as verbal praise from a manager, thank-you notes, or applause during a meeting
• Social or peer-to-peer recognition: “Pats on the back” by teammates like peer-to-peer awards, social media recognition, virtual high-fives, kudos channels on company communication platforms, or team shout-outs during meetings
• Monetary recognition: Incentives for meeting or exceeding expectations through performance bonuses, gift cards, or profit-sharing

7 employee recognition examples

Creating a culture of employee recognition starts with a strategic approach that prioritizes effort, progress, and meaningful acknowledgment of contributions. Here are some ways you can cultivate this kind of culture in your workplace: 

#1 Align employee recognition with values and strategy

Employee recognition programs should be linked to your organization’s core values and overarching business objectives. It’s important that employee rewards reflect and reinforce the company’s desired culture and strategic direction and reinforce the behaviors you’d like to continue.

Example: If customer-centricity is a core company value, you might implement a “customer champion” employee recognition program. Employees who consistently go above and beyond to delight customers—whether through exceptional service, problem-solving, or building strong relationships—could be acknowledged through spotlighting success in meetings fThis reinforces desired behaviors like proactively taking risks, coaching peers, or bringing challenges to the company’s attention. Employers should be careful about anchoring on extrinsic rewards, especially for acts that already feel good. Research shows that extrinsic rewards like money can sometimes actually decrease motivation over time.

#2 Recognize effort and progress

Fostering a workplace culture that celebrates both final outcomes and efforts of any size inspires employees to contribute their best.  This includes recognizing diverse aspects of performance, such as efforts, behaviors, and progress. 

Example: You could acknowledge a team member’s dedication to a challenging project, even if the final outcome wasn’t as expected, by highlighting their commitment and contributions during team meetings.

#3 Collaborate with experts

Lyra Health’s 2024 State of Workforce Mental Health report found 90% of benefits and HR leaders want their mental health benefits to include additional employer-sponsored support that addresses the underlying ways the work environment itself can negatively impact well-being. 

Example: Partnering with work design and well-being experts such as Lyra’s Workforce Transformation team can help your company gather feedback, analyze data, and suggest adjustments to ensure that employee recognition efforts align with your organization’s goals while having a positive impact on employee mental health. 

#4 Focus on authentic and meaningful recognition

Words or actions that aren’t authentic can feel insincere and fail to resonate with workers. Emphasize authenticity and depth in work recognition. Recognizing employees should bring together what the organization aims for and what individuals contribute. 

Example: Instead of blanket praise that can feel generic and insincere, acknowledge specific contributions and how they impact the team and organization. For instance, Instead of just saying “Nice work,” you could be specific: “Your idea to streamline this  process saved us several hours each week. Thank you for making our workflow more efficient.”

#5 Promote staff recognition at all levels

Make sure employee recognition is equitable and consistent by acknowledging contributions of employees from all levels, not just those in high-profile roles. Offer equal opportunities for work recognition, whether through formal employee recognition programs or informal gestures, ensuring that each team member has a chance to be celebrated. 

Example: Recognize frontline workers who ensure smooth operations on the ground through initiatives like Employee of the Month or peer-to-peer recognition platforms, highlighting their dedication and hard work in maintaining operational efficiency. Refrain from praising everyone at once, since that can also come across as inauthentic. Point out a couple people in a team meeting without going around the room and praising everyone for their work, which could feel forced. 

#6 Recognize peers

Encourage employees at every level to integrate recognition into everyday interactions and performance conversations.Model how to provide praise and recognition during a town hall meeting and send communications explaining how people can use peer recognition platforms. By fostering a culture where employee recognition is valued and actively practiced, people will feel empowered to celebrate each other’s achievements.

Example: Encourage managers to check in with team members about how they prefer to be recognized and what words of affirmation make them feel most energized at work.

#7 Integrate employee recognition into performance management

Make employee recognition a part of annual performance reviews and ongoing feedback . Use staff recognition to reinforce desired behaviors and strengthen employees’ connection to the organization’s culture.

Examples: Try integrating employee recognition into regular team meetings, project debriefs, and one-on-one check-ins, using specific shout-outs to highlight individual contributions and reinforce alignment with the organization’s core values and objectives.

Empower your employees

When employees feel valued as a person as well as for their work contributions, they’re more positive and engaged, and more likely to stay at your company. Investing in employee recognition can transform workplace culture, leading to higher engagement and morale and better overall performance.

Trust is the foundation upon which intimacy and connection thrive. Knowing how to build trust in a relationship means learning ways to interact that cultivate respect and fulfillment. Trust can sometimes be fragile, but it can be built or rebuilt through effort and commitment. By understanding how to build trust in a relationship, you can create lasting security and emotional connection between you and your romantic partner.

What is trust in a relationship?

When there’s trust in your relationship, you feel confident in your partner’s words and actions. You know they’ll be there for you when you need them and you believe they have your best interests at heart.

Learning how to trust your partner can be affected by past experiences with loved ones and your attachment styles to parents and caregivers. Situational factors and cultural backgrounds also play a role, influencing the way we trust in different contexts. Regardless of past challenges, learning how to build trust in a relationship is possible.

Why trust in a relationship matters

Trust is the glue that holds relationships together. It’s what provides a sense of security and confidence in each other. Without trust, doubts can creep in, leading to stress and tension. You may constantly question your partner’s whereabouts or motives, which can strain your connection and cause resentment.

Trust allows you to feel safe and supported, and connect more deeply, paving the way for a strong, lasting relationship. Relationships are worth working on because ultimately, they’re what matters most in our lives and research backs it up. The longest study on happiness revealed that close relationships and social connections are crucial for our well-being as we age. Robust social connections enhance our emotional well-being and are linked with lower rates of chronic conditions like diabetes, arthritis, and cognitive decline. Whether it’s believing in your partner’s loyalty or relying on their support during tough times, knowing how to build trust in a relationship is essential for honesty, reliability, and respect.

Signs of trust in a relationship

Trust looks different to different people. Some common signs of trust in relationships:

• Autonomy – Freedom to pursue your interests and activities without feeling constrained by rules or expectations
• Open communication and transparency – Sharing thoughts, feelings, and experiences and avoiding secrecy or withholding information
• Consistency – Fulfilling commitments and demonstrating reliability over time
• Vulnerability – Feeling safe to express emotions without fear of judgment or rejection

Effects of lack of trust in a relationship

When partners don’t know how to develop trust in a relationship or have experienced broken trust, there are often communication breakdowns, insecurity, and a lack of intimacy that can jeopardize the relationship. Here are some common effects of mistrust in relationships.

• Doubts and suspicions about your partner’s actions or intentions make it difficult to feel at ease or focus on other aspects of your life.
• You attempt to monitor or control your partner’s behavior with restrictions or regulations  to manage uncertainty and regain a sense of control and security, which can create feelings of suffocation and resentment from your partner.
• Intimacy suffers because vulnerability feels unsafe.
• Arguments become more frequent as distrust fuels misunderstandings and conflicts.
• There’s tension and pressure within the relationship and individually.
• You feel trapped or confined within the relationship and unable to express yourself freely.
• You feel your relationship is emotionally or physically unsafe.
• You withhold thoughts, feelings, or experiences from your partner for fear of judgment or betrayal.

9 Tips to Improve trust in a relationship

So, how do you build trust in a relationship? It requires effort and commitment from both partners. Here are some practical steps you can take to improve trust and strengthen your bond:

#1 Communicate openly

Make your relationship a safe space where both you and your partner feel comfortable expressing your thoughts, feelings, and needs without fear of judgment. For example, schedule regular “check-in” sessions where you can discuss any issues openly, or if you’re having an argument, discuss your concerns with your partner and give them the space and time to voice theirs.

#2 Be consistent

Make sure your words and actions align by following through on promises and commitments. For example, if you tell your partner you’ll call them if you’re going to work late, make sure you do that. This consistency reinforces trust and strengthens your bond over time.

#3 Show empathy and understanding

Try to see things from your partner’s point of view and be a good listener. Imagine your partner had a rough day at work and is feeling overwhelmed. Instead of downplaying their feelings or trying to “fix it,” actively listen to their concerns, validate their emotions, and offer support.

#4 Respect boundaries

Honor your partner’s autonomy and individuality so they feel safe and secure within the relationship. For example, if your partner is uncomfortable with certain topics or has personal space boundaries, respect their wishes by avoiding those topics or giving them the space they need. You should expect the same from your partner.

#5 Be mindful of commitments and communication

To build trust in relationships, make sure you can follow through when you make a commitment. Avoid saying things just to please your partner if you’re unsure about your ability to fulfill them. For example, if you and your partner are planning a weekend getaway and you promise to handle all the arrangements only to later realize work commitments might interfere; instead of brushing it off, discuss your availability with your partner and come up with a solution.

#6 Show appreciation and affection

Show gratitude for your partner’s efforts and positive qualities. Focus on the positives and regularly express your appreciation for their contributions to the relationship. For instance, thank them for their support after an especially tough day. Express affection regularly through small gestures of kindness and compliments. Actively listen to your partner’s stories and interests, showing genuine interest and appreciation for their experiences.

#7 Prioritize the relationship

Make your relationship a priority by investing time and effort into nurturing it. Regular check-ins, discussions, and collaboration on finding solutions together are essential. Making your relationship a priority can mean setting aside time for regular date nights, heartfelt conversations, and working together to solve a problem.

#8 Build trust with behaviors

Stay mindful of your actions and their impact on your partner’s trust. Avoid behaviors that undermine trust, such as dishonesty or secrecy. Be honest about your whereabouts and activities, which reassures your partner of your commitment and integrity and creates a foundation of transparency.

#9 Grow together

Invest in personal and relational growth by trying new experiences together or participating in activities you both enjoy. Prioritize growth both as individuals and as a couple. Consider couples therapy—research shows it can improve relationships by as much as 70%. Couples counseling isn’t just for crises. It helps partners sort through everyday challenges and learn effective ways to communicate so issues don’t escalate.

Rebuilding trust in relationships

It’s tough to know how to increase trust in a relationship after dishonesty or betrayal, but it is possible. Here are some ideas for how to improve trust in a relationship:

• Acknowledge the breach honestly and openly. Take responsibility for your actions and their impact on your partner. Avoid making excuses or deflecting blame.
• Offer a genuine apology to your partner, expressing remorse for any pain or hurt you’ve caused. Acknowledge the specific ways you’ve violated their trust and demonstrate a sincere commitment to making amends.
• Be willing to answer your partner’s questions honestly and provide reassurance through your actions.
• Allow your partner time and space to process their emotions and heal from the betrayal. Similarly, practice self-compassion and forgiveness for yourself as you work towards rebuilding trust together.
• Seek help from a mental health professional to help you and your partner address difficult topics in a safe, nonjudgmental space.

Ready to strengthen your relationship?

Building trust in relationships isn’t a one-time thing; it requires commitment, patience, and empathy. And it’s a journey that’s worth it because every step forward, no matter how small, builds resilience and strengthens your bond.

Bullying can happen at any age in any environment. When there’s bullying in the workplace, where we spend a significant amount of our waking lives, it takes a tremendous toll on both employee well-being and organizational effectiveness. Whether bullying is obvious, such as yelling and belittling, or more covert, it can contribute to a toxic work environment that chips away at a person’s well-being and undermines their productivity and job performance. Bullying in the workplace is common, affecting about 30% of the workforce.

So, how do you deal with bullying in the workplace? By empowering managers and leaders to identify the signs and foster a culture of respect, we pave the way for a positive work environment.

What is bullying in the workplace?

It’s hard to pin down an exact definition of workplace bullying because hostile treatment between team members takes many forms, from harsh comments to blatant intimidation. These acts are rarely isolated but rather occur repeatedly over time, creating a hostile environment. Perpetrators of bullying at work can be managers, colleagues, or those in subordinate positions. 

Identifying the type of bullying in the workplace is an important first step in responding appropriately. Most incidents can be grouped into one of these general categories:

1. Serial bullying. A person exhibits repeated aggressive or hostile behavior toward one or more teammates. A serial bully may shift targets, switching from one to another over time.
2. Mobbing. Mobbing occurs when multiple teammates gang up on one or more people. Sometimes, high-achieving employees are targeted by peers who feel insecure about their status in the organization.
3. Regulation bullying. A regulation bully will unnecessarily hold certain teammates to more demanding standards than others, particularly around breaking team rules.
4. Corporate bullying. Corporate bullying occurs when a team member uses work tools to attack someone’s privacy, usually through over-surveillance of that person. Video surveillance, for example, is a common tactic.
5. Pressure bullying. The bully pressures others to overwork in high-stress environments.

Some specific workplace bullying examples include:

• Blatant insults or harsh or belittling comments
• Backhanded compliments, sarcasm, or passive-aggressive behavior (“Nice job on that project, you did surprisingly well.”)
• Gossiping, spreading rumors, or making false accusations, or failing to stop these behaviors
• Excluding someone from an important meeting or social event
• Assigning the most difficult projects or an unusually heavy workload to a specific team member
• Repeatedly making negative comments without thinking before speaking
• Unjustifiably criticizing someone’s work or putting them down
• Posting offensive comments or photos on social media

Causes of bullying in the workplace

Why do some employees use their precious time and energy to bully others? There are many potential motivations for workplace bullying.

Jealousy – A workplace bully might be jealous of a talented co-worker who receives attention and praise. Or, if someone feels their social standing at work is threatened by another’s popularity, they may target that person.

Control – It’s common for workplace bullies to use their rank, power, or influence to control or manipulate others. Some people gain a sense of control by creating divisions among the people around them. For example, an employee may lash out against co-workers who embody a spirit of collaboration because they feel threatened. 

Personal and family issues – People who bully often have low self-esteem and build themselves up by breaking others down. They may have been bullied themselves in the past or grown up in a family that wasn’t warm or supportive or didn’t teach appropriate social skills.

Cultural causes – Stereotypes and implicit bias can also play a role. Workplace bullying is frequently directed against people whom the perpetrator perceives as “different,” whether that’s related to race, gender, sexuality, or another identity. If a person makes negative comments or actions based on a legally protected status, it can be considered harassment, which gives the victim legal rights to stop the behavior.

Institutional causes – An unhealthy environment can be a breeding ground for bullying in the workplace. If leaders don’t enforce discrimination or harassment policies, look the other way when someone is being mistreated, or offer promotions to bullies, the behavior is likely to escalate. Similarly, if employees feel dissatisfied with their work environment, often due to lack of autonomy, perceived unfairness, or excessive workloads, they may be more likely to engage in workplace bullying. There can also be a “mirroring effect” where employees imitate leaders. If the leader is a bully, the individual contributors may mimic this behavior.

Costs of bullying in the workplace

The costs of workplace bullying are profound, for both the bully and victims as well as the organization.

Employee health

Bullying in the workplace can contribute to depression and anxiety, sleep disorders, adjustment disorders, and other types of mental distress. Physical health is also at stake, as prolonged stress at work can lead to stress-related illnesses, musculoskeletal disorders, pain, cardiovascular diseases, gastrointestinal complaints, and other health conditions. 

Higher health care costs

Bullying at work is also costly for organizations. Physical and mental health issues make it harder for employees to do their jobs and can result in more leaves of absence and higher health care costs for employers. 

Reduced productivity 

According to a Harvard Business Review survey, 48% of people who reported experiencing incivility at work decreased their work effort, and 47% decreased time spent at work. A whopping 80% of respondents said that worrying about the incident had cut into their work time, and 63% lost work time while trying to avoid the person who was uncivil to them. When asked to gauge their work performance, more than half—66%—reported that their performance had declined because of the unpleasant interactions. Just over three-quarters (78%) of respondents reported lower levels of commitment to their organization. 

Higher absenteeism and turnover

Absenteeism and turnover are also concerns. Those who experience bullying in the workplace or observe bullying secondhand take an average of seven more sick days per year than other employees. In the same survey, 20% of surveyed respondents used sick leave to escape bullying, and more than half (60%) considered leaving the job. 

Legal consequences

When left unaddressed, bullying at work can escalate to harassment and violence. In some situations, employers can face increased workers’ compensation claims for a hostile environment or damages for harassment. According to the National Workplace Bullying Coalition, the average cost to defend a harassment lawsuit is $250,000 and hidden costs of harassment are between $300 and $1,000 on average per employee annually.

How to deal with workplace bullying

You can take steps to create a psychologically safe, inclusive workplace. Even small changes can make a big difference.

1. Know the signs

   Watch for telltale signs of bullying in the workplace, such as:

   • Berating, criticizing, or publicly embarrassing others
   • Taking credit for others’ work or dismissing others’ input and accomplishments
   • Coercing others into things
   • Excluding certain people from conversations, decision-making processes, or social events
   • Lying or misrepresenting information
   • Dismissing other people’s concerns
   • Intimidating or threatening fellow teammates
   • Undermining others’ work; for example, by setting unrealistic expectations, keeping others from needed information or resources, or interfering with their work
   • Gaslighting 
   • Engaging in emotional manipulation, especially using shame or guilt as a weapon
   • Creating division and unhealthy competition
   • Leveling unfair or excessive criticism

2. Develop and enforce anti-bullying policies

   It’s not enough to disallow workplace bullying in theory. To make a safer work environment, you need policies around exclusion, incivility, and other acts of bullying. These policies should be clear on the procedure for handling these behaviors and the consequences for engaging in them. 

   Manager training is an important part of anti-bullying policy. Managers should be educated about bullying at work and empowered to take steps to reduce it. If they don’t feel confident enforcing the policy, it may become ineffective.

3. Model respect and inclusive behavior

   Modeling respect and inclusion sends a message about what kind of behavior is expected at work. Make sure that you:

   • Are civil and courteous to everyone
   • Avoid favoritism 
   • Include all necessary teammates in important decisions and give transparent explanations if more selective decision-making groups must be formed
   • Get to know all team members
   • Respond positively and supportively when a team member asks for help or reports a problem
   • Be receptive to other people’s ideas
   • Recognize other people’s contributions privately and publicly

4. Encourage open communication

   If you’ve created a work culture where employees feel that they can approach management with concerns and that management will take their concerns seriously, they’re more likely to come forward and report bullying. If and when an employee discloses this, listen attentively and investigate their claims promptly.

Build a culture of fairness and respect

Putting an end to bullying in the workplace isn’t just a matter of policy; it’s a crucial step toward nurturing your people and the fabric of your organization. Every small stride toward change holds the potential for significant impact, shaping a work environment where every member feels valued and respected.