Caregiving is frequently a labor of love. However, caregiver burnout is very common. Caregiving often comes with immense responsibility and little recognition. If you’re feeling overwhelmed, know that you’re not alone. With a few simple strategies, you can manage stress, prevent caregiver fatigue from taking over, and continue caring for your loved one without losing yourself in the process.

Who is a caregiver?

Caregivers are anyone who supports someone who can’t fully care for themselves—whether that’s a child, parent, partner, friend, or neighbor. Some are paid professionals like nurses or aides, while others are unpaid family, friends, or volunteers. Some people don’t even realize they’re caregivers because they see it as simply “being there” for someone they love. But the care you provide is essential—and so is taking care of yourself. 

What is caregiver burnout?

Caregiver stress happens when demands of a situation exceed your ability to cope. Caregiver burnout can set in when that imbalance becomes the norm. It’s more than feeling tired—it’s running on empty, feeling overwhelmed by even the smallest tasks, and losing the sense of purpose that once made caregiving meaningful. 

Causes of caregiver burnout

Caregiver burnout doesn’t happen overnight—it builds over time, layer by layer. Here are some common contributors:

• Constant responsibilities – Whether it’s a medication refill, a doctor’s appointment, or an unexpected crisis—you feel you’re always on call, with no real break.
• Physical strain – Lifting, assisting, and running errands can take a toll on your body and lead to caregiver exhaustion when rest doesn’t seem like an option.
• Lack of support – When you feel like the responsibility falls entirely on you, loneliness and isolation can make every day feel heavier.
• Emotional demands – Frustration, sadness, guilt—caregiver fatigue can feel like carrying both your loved one’s pain and your own.
• Financial strain – Lost work hours, medical costs, and extra expenses can add money stress to an already overwhelming situation, worsening caregiver burnout.
• Lack of self-care – Prioritizing someone else’s needs often means neglecting your own, and then caregiver exhaustion and burnout can take over.

Caregiver burnout symptoms

Caregiver burnout doesn’t come with a flashing warning sign, but your body and mind will send signals when it’s time to pause. If you notice these red flags, it might be time to reassess and seek support:

• Exhaustion – Whether you struggle to fall asleep, wake up throughout the night, or sleep but still feel exhausted, true rest is hard to come by when your brain is always on high alert. Even with a full eight hours, you still feel drained.
• Losing interest in things you once loved – If hobbies, social events, or even watching your favorite show feel like chores, it could be a sign of caregiver depression.
• Constant caregiver stress – If you feel like you’re stuck in crisis mode—always putting out fires or bracing for the next thing—your nervous system may be stuck in overdrive.
• Irritability – If you’re snapping at loved ones or feeling easily overwhelmed, your patience may be running thin due to caregiver burnout.
• Feeling detached – You love the person you’re caring for, but exhaustion makes it hard to feel connected. Resentment, numbness, or just going through the motions are caregiver burnout symptoms—a warning that you need support.
• Changes in appetite or weight – Whether you’re stress eating or forgetting to eat, your body is responding to caregiver stress in ways you might not even notice.
• Struggling to feel positive – If even good news feels “meh’ and excitement seems like a distant memory, the stress of caregiving is likely affecting your emotional well-being.
• Feeling like you’re always “on” – When you’re constantly needed and responsible, it can feel like there’s never a moment to just breathe—and that’s a recipe for caregiver burnout.

Tips to manage caregiver burnout

While caregiver burnout is serious, it’s not inevitable. Here’s how to care for yourself while caring for others:

#1 Reach out for support

You don’t have to do this alone. Asking for help isn’t a sign of failure—it’s a sign of being human. Whether it’s professional respite care, a family member stepping in, or a friend running an errand for you, accepting help can ease the strain of caregiver burnout. People often want to help but don’t know how—so tell them. Even small things, like a neighbor watching your loved one for an hour, can make a difference.

#2 Prioritize your health

Caregivers often neglect their own health until a problem arises. Don’t wait. Small daily acts of self-care—stretching, deep breathing, taking a short walk—can help recharge you. Eat nourishing meals instead of grabbing quick snacks. And don’t skip your own doctor’s appointments. Your health matters, too.

#3 Say “no”

You can’t pour from an empty cup. If you’re stretched too thin, it’s even more difficult to provide the care your loved one needs. Setting boundaries is essential. Whether it’s ensuring you get enough rest, carving out personal time, or delegating tasks, protecting your well-being makes you stronger in the long run. And it’s essential to stave off caregiver burnout.

#4 Find healthy ways to manage stress

Caregiver stress can build up over time, but there are ways to manage it. A few deep breaths, a quick meditation, or journaling can help clear your mind. Find moments of joy—a short walk, music, hobby, or even just sitting in the sun for a few minutes can make a difference. 

#5 Stay connected

Loneliness makes caregiver fatigue worse. Even a quick phone call or coffee with a friend can lift your spirits. If finances are tight, consider asking a neighbor or friend to relax at your home for an hour while your loved one rests, giving you a chance to step out for a break. If you’re feeling isolated, joining a caregiver support group can connect you with others who truly understand what you’re going through.

#6 Take care of your mental health

Your mental well-being is just as important as your physical health. Therapy can provide valuable coping strategies and a safe space to process your emotions. You don’t have to wait until you’re at your breaking point—seeking help early can prevent early signs of stress from spiraling into caregiver burnout.

You’re not alone

Caregiving is tough, but you don’t have to go through it alone.

The care you provide is invaluable, but so is your well-being. With the right support and strategies, you can navigate this journey with resilience, strength, and the care you deserve.

If you’re unsure how to approach neurodiversity in the workplace, you’re not alone. According to Lyra Health’s 2025 Workforce Mental Health Trends Forecast, most benefits leaders recognize the importance of supporting neurodiversity at work but don’t know where to start. By making small changes, you can create an environment where everyone is set up for success.

What is neurodiversity?

Neurodiversity describes how brains naturally work in unique ways. “Neurotypical” refers to people whose thinking patterns are more common. “Neurodivergent” describes brains that work differently, sometimes linked to conditions like attention-deficit/hyperactivity disorder (ADHD), dyslexia, and autism spectrum disorder (ASD). The term “neurodiversity” celebrates and appreciates the many different ways people think, learn, and experience the world.

What is neurodiversity in the workplace? 

People with neurodivergent traits often shine in areas like problem-solving, spotting patterns, thinking outside the box, and uncovering innovative solutions. They might also deal with things like sensory sensitivities, emotional overwhelm, reading social cues, or challenges with tasks like planning and staying organized. Without the right support, employees with neurodivergent conditions can be less effective and face extra stress, anxiety, or depression due to misunderstandings, workplace bias, or rigid workplace structures.

Supporting neurodiversity in the workplace

As more people speak up about their needs, it’s clear that companies can’t afford to overlook neurodiversity at work. Supporting it isn’t just the right thing to do—it’s key to attracting and keeping talent and fostering a culture of innovation and long-term success.

Neurodivergence looks different for everyone, so there’s no one-size-fits-all approach, but here are some general, yet effective strategies to support neurodiversity in the workplace:

#1 Provide structure and consistency

Take the guesswork out of the workplace by setting clear expectations around performance, communication, and daily routines. Keep workflows and structure consistent, provide step-by-step instructions, and use project management tools to help everyone stay on track.   

#2 Make work “work” for everyone 

A few small adjustments can greatly improve comfort and productivity. Consider flexible work like remote or hybrid options, and offer accommodations such as quiet areas, noise-canceling headphones, adjustable lighting, movement breaks, and alternative seating to support efficient neurodiversity in the workplace.

#3 Customize communication 

Talking openly about learning and communication preferences helps build stronger teams. Providing instructions in multiple formats—whether written, verbal, or recorded—ensures clarity for everyone. Be patient when communicating. Ask employees if they understand your directions and goals, and be open to explaining ideas and instructions in different ways. Likewise, offering meeting options, such as sharing agendas in advance, allowing written input, or giving employees the option to keep cameras off during virtual calls, fosters a more supportive and efficient environment. And just as patience is key when managing neurodiverse employees, managers should also give themselves grace as they learn and adapt to different communication styles.

#4 Build confidence with coaching and mentoring

Mentorship, coaching, and employee resource groups (ERGs) give employees a place to ask questions, build confidence, and grow their careers. Whether it’s navigating workplace challenges or learning how to advocate for themselves, these resources help employees make the most of their strengths. 

#5 Make “inclusion” more than a buzzword

Create a more successful workplace by fostering a welcoming culture that includes training on neurodiversity in the workplace and bias awareness. It’s also important to use language that celebrates different experiences and weave neurodiversity into DEI programs, leadership initiatives, and ERGs. Beyond training, inclusive practices should extend to performance reviews by focusing on each person’s unique strengths and work style.

#6 Make your mental health benefit work for everyone

Employees with neurodivergent conditions may face added stress or anxiety at work. To ensure they have access to the right support, offer benefits that include:

• A robust provider network with clinicians who understand neurodiversity
• Diagnosis and care for adults, teens, and children
• Tools to help parents advocate for school resources and navigate their child’s diagnosis
• Digital content for adults and teens to better understand neurodiversity
• Manager workshops and workforce education to foster an inclusive environment

Support neurodiversity, strengthen your workplace

Creating a truly inclusive workplace isn’t just about accommodations—it’s about building a culture where every employee feels valued, understood, and supported. That starts with listening, learning, and taking action to help all workers reach their full potential.

Parenting a child with ADHD comes with unique challenges. If you’ve ever thought, “Why won’t they just listen?” or “Am I doing something wrong?”—you’re not alone. It’s natural to feel frustrated, overwhelmed, or like you’re constantly in survival mode. But with the right strategies, you can help them thrive while strengthening your bond.

ADHD symptoms in kids

Attention-deficit/hyperactivity disorder (ADHD) is a neurodevelopmental condition that affects a child’s ability to focus, regulate emotions, and meet expectations. ADHD symptoms in kids typically fall into three categories: inattention, hyperactivity/impulsivity, or a combination of both.

Children with inattentive ADHD often get lost in their thoughts or distracted by happenings around them. They may struggle to follow instructions, frequently lose things, make careless mistakes, or have trouble staying focused. Those with hyperactive or impulsive symptoms seem to have an internal motor that never stops running. They may fidget constantly, interrupt others, act without thinking, or have difficulty waiting their turn. While some kids may experience more inattentive or more hyperactive/impulsive symptoms of ADHD, many kids experience a combination of symptoms from both of these categories.

Challenges of parenting a child with ADHD

All parents have good days and tough ones, but parenting a child with ADHD comes with a unique mix of joys and challenges. These kids are often creative, energetic, and full of curiosity, but struggle with impulse control, emotion regulation, and focus that can make everyday tasks more difficult. Setting boundaries may feel like an ongoing battle, as interruptions, forgetfulness, and difficulty following instructions can turn simple routines—like getting out the door or completing homework—into sources of frustration.

Organization and time management challenges can lead to lost schoolwork, messy rooms, and last-minute stress. Even seemingly small requests, like turning off a device, can escalate into drawn-out negotiations. Emotional intensity also plays a role—disappointment, criticism, and rejection can feel overwhelming, making tough conversations harder. The constant need for patience, redirection, and advocacy can leave parents feeling exhausted or second-guessing their approach. But while ADHD symptoms in kids can create hurdles, understanding them is the first step in finding strategies that work for both you and your child.

How to help a child with ADHD

Every child is different, and there’s no one-size-fits-all ADHD treatment for kids, but a few strategies can make a big difference. Here are practical tips for how to parent a child with ADHD and foster their resilience: 

#1 Use the ABCs of behavior to understand why your child’s behaviors make sense

A proven way to understand and manage ADHD-related behaviors is to learn more about the function of those behaviors. One way to do this is through noticing and noting the ABC’s—antecedents, behaviors, and consequences. This framework helps you recognize what leads to a behavior, how it unfolds, and what reinforces it.

• Antecedents (before the behavior): Notice what happens right before a challenging moment. Example: You ask your child to start their homework. Easier assignments may lead to a different behavior than difficult ones, particularly when kids don’t know where to start or feel like it is “too hard” for them.
• Behaviors (during the behavior): Describe what you see without judgment. Example: Your child whines or argues about starting their homework. Instead of assuming they’re being defiant, notice the behavior (i.e., whining or arguing) and how it’s connected to the antecedent and potential functions of the behavior.
• Consequences (after the behavior): Pay attention to how you respond to your child’s behavior. Example: if your child whines and argues about homework, you might find yourself arguing back about the importance of homework. This can delay the start of homework even further. Think about what your response might be teaching your child about their behavior—whether it encourages or gets in the way of progress..

By focusing on patterns rather than reacting in the moment, you can learn more about what may be the reason behind the behavior and new ways to respond to help your child develop better coping skills over time. For example, if your child always argues more when they have to start reading homework, it may tell you that this type of assignment is more difficult for them. Arguing with them may delay starting the assignment or even lead to them not starting at all. Responding calmly, describing what you see—“I wonder if you’re upset because reading feels hard,”—and supporting them in how to start by creating more structure around the task can make all the difference for you and them.

#2 Create structure with clear and consistent routines

Children with ADHD thrive on predictability. Clear expectations and structured routines help reduce stress and make daily transitions smoother.

• Establish consistent morning, homework, and bedtime routines.
• Break tasks into smaller steps to make them more manageable.
• Give clear, one-step, and age-appropriate instructions to make it easier for them to follow through.
• Use visual schedules or checklists to reinforce expectations.
• Slow down or take breaks when you or your child feel overwhelmed—consistency is key, even when it’s not always the easiest choice.
• For older kids and teens, involve them in discussions about negotiable expectations to foster independence.

#3 Encourage positive behavior

Rather than focusing on what’s going wrong, celebrate small wins and encourage effort. ADHD symptoms in kids can make motivation and impulse control difficult, but positive reinforcement helps children build confidence and self-regulation.

• Spend quality time together to strengthen your bond and increase cooperation.
• Acknowledge effort, especially when things are hard—this builds internal motivation.
• Let go of unnecessary power struggles and focus on the “wins” with your child. 
• When your child struggles with telling the truth, create a safe space for mistakes and second chances, while responding to honesty with praise rather than reacting to dishonesty with punishment.
• Use praise, privileges, or small incentives to reinforce good habits.

#4 Provide clear communication and emotional support

The way you respond to your child’s emotions teaches them how to handle frustration and challenges. ADHD often comes with strong emotions, so creating a safe space can help them develop emotion regulation skills.

• Notice all emotions, particularly when they are smaller rather than only when they get big.
• Help your child recognize and name their emotions rather than only trying to get control of them.
• Model tolerance of emotions and emotion regulation—they’re always watching and learning from you how to handle big feelings.
• Listen and validate your child’s emotions so they feel that their thoughts and emotions make sense, matter, and are heard by you.

#5 Take care of yourself, too

Parenting a child with ADHD can be exhausting, and your own well-being matters. The more supported you feel, the more present and patient you can be. 

• Reflect on your core parenting values—such as patience, kindness, or flexibility—to guide your responses.
• Accept that progress takes time and perfection isn’t the goal.
• Prioritize self-care to manage stress and model healthy habits for your child.

You’re not alone—support is available

Learning how to parent a child with ADHD can feel overwhelming at times, but you’re doing your best, and that matters. Support from parent-focused coaching, therapy, or ADHD specialists can help you find strategies that work for your family, so you and your child can move forward with connection and confidence.

How 90% of members improve with Lyra Care

The odds of improving in typical therapy can be worse than a coin flip—only 40%. 

That’s a 40% chance of overcoming an all-consuming depression or crippling anxiety.

At Lyra, we refuse to leave mental health to chance. Everyone deserves life-changing care.

So we built something better. We built the kind of care we’d trust for the people we love.

We call this model Lyra Care. With Lyra Care, 90% of members improve or recover.

These exceptional results set a new bar for quality, making Lyra Care the most significant breakthrough in employee mental health.

For the last seven years, we’ve honed Lyra Care through rigorous scientific validation, publishing numerous studies. Now, with new peer-reviewed research, the evidence is stronger than ever: Lyra Care delivers unmatched improvement.

What sets Lyra Care apart?

Lyra solves a long-standing problem in mental health: access. We give your employees same-day access to top providers practicing evidence-based, gold-standard care. But Lyra Care truly stands alone by tackling a deeper flaw: low-quality care. It does this by going beyond typical therapy, creating positive change when and where it matters most.

Beyond therapy: the power of Guided Practice Sessions

Typical therapy relies on weekly 50-minute sessions. While these sessions can be powerful, most of life’s challenges—arguments at home, deadlines at work, sleepless nights—happen between sessions. This is where people need the most support, yet it’s exactly where typical therapy falls short.

Lyra Care doesn’t stop where typical therapy does because Lyra Care is not typical therapy. Instead of ending in the therapist’s office, Lyra Care extends treatment into everyday life with a game-changing addition: Guided Practice Sessions.

Just like learning a new language or instrument, mental health improvement requires consistent practice outside of lessons. Guided Practice Sessions embody this approach by bolstering live therapy with between-session activities. Using clinically validated tools such as educational videos, interactive exercises, and messaging, employees practice new skills and stay engaged in their care throughout the week. Exercises are specifically chosen by the therapist to support each employee’s needs and reinforce what was discussed in therapy.

Therapy becomes an immersive, ongoing experience, reinforcing new skills exactly when and where they’re needed: at work, at home, and in daily interactions. The result is stronger, longer-lasting results, and thriving employees.

The proven impact of Guided Practice Sessions

A groundbreaking 2024 study of 33,000 clients found that members’ engagement with Lyra Care’s Guided Practice Sessions uniquely contributed to improvements in anxiety and depression, above and beyond the impact of live sessions alone.

Sustained engagement is key to these results. By combining expert provider guidance with high-quality, research-backed content, 96% of Lyra Care members engage in digital content when in care.

Guided Practice Sessions bring therapy to life with engaging videos and interactive exercises that immerse employees in relatable stories. These lessons simplify complex mental health concepts and model the use of key therapy skills in real-life scenarios.

Our interactive content is enhanced by personalization, expert feedback, and real-time support—elements missing from self-serve apps and other mental health benefits. Lyra Care providers monitor progress in real time, offering feedback throughout the week that strengthens the effectiveness of therapy. Research shows that provider feedback can boost clinical progress for up to two weeks—an impact that’s only possible with the Lyra Care model.

Strengthening the employee-provider bond

Guided Practice Sessions do more than improve symptoms, however; they create a new space to deepen trust and connection not found in typical therapy.

This trusting, collaborative relationship between client and provider, known as the therapeutic alliance, is at the heart of effective therapy and is correlated with better outcomes.

New research shows that Lyra Care’s continuously engaging approach creates exceptionally high therapeutic alliances, which are known to fuel faster, more sustained improvement in anxiety and depression.

Controlling costs with long-term results

One of the biggest but least visible risks in mental health benefits is ineffective care. In typical therapy, employees may attend session after session without meaningful progress, driving up costs for employers without delivering results.

Lyra takes a different approach. Our care model is designed with a clear goal: to help employees develop lasting skills so they can navigate life independently. New research confirms just how effective this approach is.

Our study published in Internet Interventions found that 81%+ of members experienced significant clinical improvements for up to a year after completing Lyra Care Therapy, even without additional sessions.

This lasting impact sets Lyra apart. No other solution has the data to measure lasting outcomes, let alone demonstrate them.

Effective care for even the most complex cases

While challenges like anxiety and depression are prevalent, severe conditions drive the highest health care costs. The 6% of individuals with complex mental health needs drive a staggering 44% of an employer’s total medical costs. Despite this fact, most mental health benefits don’t focus on treating this group in-house in a specialized and effective way.

Only Lyra delivers results across the full spectrum of mental health conditions.

A landmark study published in Nature: Scientific Reports found that 83% of members with PTSD symptoms experienced significant improvement with Lyra Care—an exceptionally strong result.

Unlike other mental health benefits that outsource severe cases, Lyra provides integrated, in-house care, reducing dropout rates and ensuring consistent, effective support for your entire workforce.

The care you need to be care-free

As an HR leader, you see it all. You witness both the triumphs and struggles—the promotions and achievements and the personal hardships that affect performance and well-being.

You don’t have to navigate these challenges alone. Lyra is your partner for your employees’ mental health.

Lyra Care ensures that every employee gets the care they deserve. This isn’t just about reducing symptoms. It’s about empowering employees to be fully present for the moments that matter most, at work and at home. That’s what true well-being looks like.

And that’s what Lyra Care delivers.

Take the next step

Join the HR leaders redefining workplace mental health. Book a demo today and see how Lyra can transform your workforce.

Every employer wants peak job performance from their team—but that’s not always easy. Burnout, personal challenges, and everyday stress can make it harder for employees to stay engaged and productive. By implementing a few key strategies, employers can create a workplace that supports employees and empowers them to do their best work. 

What is job performance?

Job performance is how well an employee does their job and helps the company succeed. Two key forms of job performance include task performance and contextual performance.

Task performance is the nuts and bolts of the job—hitting sales targets, meeting deadlines, or following safety protocols. It’s the measurable side of work, the details you can track on a performance review.

Contextual performance, on the other hand, is the glue that holds a team together. It’s going the extra mile, staying adaptable, and contributing to a positive work environment. While task performance keeps the wheels turning, contextual performance makes the ride smoother for everyone. 

Ways to improve job performance

Employees perform at their best when given the tools, support, and encouragement to succeed. Here are some practical tips on how to improve job performance and create a high-performing team:

#1 Give consistent feedback

Employees shouldn’t have to wait for formal reviews to know how they’re doing. Regular, actionable feedback—both praise and constructive guidance—helps them stay on track.

#2 Create a positive work environment

A positive work environment boosts both commitment and motivation. Psychological safety, open communication, and a supportive team culture all increase job performance. Managing workloads is just as important—preventing burnout keeps energy and performance high.

#3 Set measurable job performance goals

Work with employees to set achievable goals using frameworks like SMART (specific, measurable, achievable, relevant, and time-bound). Clear expectations lead to better focus and motivation.

#4 Encourage work-life balance

Research finds that better work-life balance boosts employee satisfaction and job performance. Encourage employees to set boundaries, take breaks, and use their paid time off.

#5 Encourage autonomy

Give employees ownership over their work. When they have the freedom to make decisions and solve problems, they’re more engaged.

#6 Recognize and reward progress

Celebrate wins—big or small. Praise, bonuses, and incentives show employees their efforts matter and encourage ongoing improvement.

#7 Provide the right tools and resources

Outdated systems, inefficient processes, or lack of support can drag down performance. Make sure employees have what they need to work effectively.

#8 Invest in continual learning

Research ties training to better job satisfaction, which improves job performance. Offer training programs, mentorship, and skill-building that align with employees’ roles and career goals. 

#9 Lead by example

Leaders who demonstrate accountability, adaptability, and a strong work ethic set the tone for the rest of the team. In fact, research shows that strong leadership and social support are some of the best ways to improve job performance.

#10 Provide mental health support

Mental and physical health impact work performance. Offer mental health benefits like therapy, coaching, medication management, and family support to help employees thrive. When employees feel their best, they’re more likely to deliver their best work—and stick around for the long haul.

Set your employees up for success

Great job performance doesn’t happen in a vacuum—it thrives in a workplace that supports and empowers employees. With the right tools, culture, and care, you can help your team do their best work and feel good doing it.

Work is more than just a paycheck—it’s a major part of life. The average employee clocks around 90,000 work hours over a lifetime, and whether those hours contribute to well-being and retention or burnout and turnover depends largely on job design. 

In Lyra Health’s 2025 State of Workforce Mental Health Report, about one-third of U.S. employees cited work-related stress and burnout as top mental health concerns, driven largely by excessive workloads (44%), inadequate staffing (41%), and lack of recognition (33%). Tackling these issues through strategic job design drives workplace success and productivity.

What is job design?

Job design (or work design) is how tasks, responsibilities, and workflows are structured. It includes factors like autonomy, workload, role clarity, and interpersonal dynamics around feedback. Effective job design ensures that work is engaging, meaningful, and supports performance as well as well-being.

Why is job design important? 

The U.S. Surgeon General and the World Health Organization recognize the significant impact work has on mental health and have urged employers to intervene through strategies like effective work design. Thoughtful job design:

Reduces burnout and absenteeism – Balanced workloads prevent exhaustion and promote sustainable productivity.

Enhances engagement – Strategic job design ensures employees see their impact, keeping them motivated and engaged.

Fuels performance and innovation – Clear roles and autonomy leave room for creativity and problem-solving.

Increases retention – Employees are more likely to stay when work is designed to be enriching.

Minimizes stress and role confusion – Defined expectations help employees focus on work instead of navigating ambiguity.

Designing work for success 

Well-designed work supports mental well-being, and a proactive approach can reduce workplace stressors like heavy workloads, limited autonomy, and unclear expectations. By addressing these factors at both the organizational and job-specific levels, employers can create an environment of well-being and peak performance.

#1 Assess and address psychosocial risks

Before making meaningful changes to job design, it’s important to understand the root causes of workplace stress. Psychosocial risk management is a proactive process that identifies and addresses factors impacting mental well-being. Psychosocial risk management follows a structured approach:

• Identify psychosocial hazards – Gather workforce data through surveys, assessments, and conversations to pinpoint sources of stress, burnout, and disengagement.
• Assess psychosocial risks – Determine the severity and impact of these hazards on employee well-being and productivity.
• Share results with employees – Share findings and collaborate on solutions. Transparency builds trust. 
• Take action – Address risks through job design, which may include managing workloads, increasing autonomy, improving communication, and setting clear expectations.
• Partner with a mental health provider – Enlist a  strong mental health partner to provide skill-building and training for employees and managers, as well as direct support, including onsite mental health resources when needed.

#2 Implement organizational-level interventions

Addressing workplace stress at the organizational level is just as important as individual mental health support. System-wide changes create a healthier, more supportive work environment that benefits everyone.

• Equip leaders and employees with mental health training – Provide managers with the skills to recognize signs of distress, have supportive conversations, and create a psychologically safe workplace. Offer employees stress management and resilience-building training to help them navigate challenges.
• Strengthen manager support systems – Give managers the tools and resources to lead effectively, set realistic expectations, and support their teams’ well-being. Manager burnout can trickle down, impacting the entire workplace.
• Encourage collaboration through cross-functional teams – Foster teamwork across departments enhances knowledge-sharing, innovation, and a sense of belonging.

#3 Implement job-specific interventions

The way work is structured at the individual level also plays a key role in employee well-being and performance. Employers can optimize job design with these adjustments:

• Increase autonomy – Employees who have control over their work feel more empowered and engaged.
• Communicate purpose and impact – Employees find greater meaning in their roles when they understand how their work contributes to the organization’s goals.
• Set clear expectations – Defining roles and responsibilities helps minimize stress and improves performance.
• Provide regular feedback – Constructive feedback supports employee growth and reinforces their value to the organization.
• Manage workloads effectively – Chronic overwork leads to diminished productivity and well-being. Designing work with reasonable workloads encourages work-life balance, prevents burnout, and promotes sustainable performance.
• Encourage cross-functional collaboration – Bringing together diverse teams fosters innovation, strengthens teamwork, and creates a more dynamic work environment.

#4 Offer mental health benefits that drive real results

Job design is a critical piece of workplace well-being, but it’s not enough on its own. Organizations also need comprehensive mental health benefits that provide evidence-based care, leadership training, and flexible support options like medication management, coaching, and family support. When employees get the care they need, the results are clear—higher engagement, better performance, and stronger retention.

Fix the work, not the worker

Supporting employee well-being isn’t just about offering resources—it’s about fixing work itself. The next evolution in workforce mental health focuses on designing work that fosters engagement, autonomy, and clarity. When work is designed to support employees, they feel and perform their best—driving both individual and organizational success.

As more organizations implement return-to-office policies, leaders are navigating how to balance business priorities with employee well-being. While some employees welcome in-person collaboration, others find the shift challenging. With 73% of companies planning to require at least three days a week of in-office work, organizations are evaluating how to support employees through this transition. A thoughtful approach that prioritizes mental health can make the return-to-office transition smoother, more sustainable, and beneficial for everyone.

The impact of return to office

A well-planned return-to-office strategy can help organizations meet business goals while also supporting employees’ evolving needs. While in-person work fosters collaboration and culture, a successful transition requires thoughtful consideration of how it impacts productivity, engagement, and well-being.

Opportunities: enhancing collaboration and culture 

When thoughtfully implemented, return-to-office strategies can provide valuable benefits for both employees and organizations:

• In-person time strengthens relationships, even if employees only gather periodically
• Real-time decision-making can reduce bottlenecks caused by email and messaging delays
• Face-to-face discussions encourage spontaneous idea exchanges and problem-solving
• Junior employees and new hires benefit from observing more senior leaders and being present for mentorship opportunities
• Being in the office can reinforce company culture, engagement, and a shared sense of purpose

Challenges: addressing employee needs for a smooth transition 

Despite these advantages, organizations must be mindful of the challenges return-to-office mandates can create: 

• Top talent may seek other opportunities—46% of employees say they’d consider leaving their job if required to return to the office full-time
• Commuting adds time, cost, and stress, especially for employees who have adjusted to remote work
• Return to office can disrupt work-life routines, impacting childcare, caregiving, and personal well-being
• Office logistics, like parking shortages or limited quiet spaces, can create frustration
• Some employees work best remotely, and a sudden shift may hinder focus and efficiency
• A rigid or unclear return-to-office mandate can lead to mistrust in leadership or disengagement

How to prep for return to office

Supporting employees in their return to the office requires thoughtful planning and clear communication. A strategy that is clear, intentional, and adaptable can help businesses foster engagement, maintain productivity, and create a workplace where employees feel valued—whether they are in the office a few days a week or full-time. Here are a few tips on how to prep for return to office: 

#1 Set the right tone 

A return to office is a major transition, and employees will experience it in different ways. Acknowledge real challenges—like commuting, adjusting childcare, and settling back into new routines—without sugarcoating the difficulty. Approach concerns with curiosity and empathy, reinforcing shared goals rather than focusing on frustrations. 

To make in-office time feel worthwhile, create opportunities for mentorship, career growth, and meaningful connection. Consider pairing RTO with social events, catered meals, professional development opportunities, or team-building challenges. Express appreciation for employees’ hard work and recognize that change isn’t easy. Even small gestures can make a lasting impact on workplace culture.

#2 Communicate early and often

Uncertainty breeds anxiety. Keep employees informed with regular updates across multiple channels—emails, meetings, online messaging, and one-on-one conversations. Clearly outline the reasons for the return to office, logistics, timing, and expectations (i.e., in-office schedules, hybrid work policies, team structure adjustments). 

Encourage open dialogue through pulse surveys and check-ins to gauge how employees are feeling. The more transparent and responsive leadership is, the more employees will feel heard and supported.

#3 Remove practical barriers

For many employees, the biggest obstacles of RTO aren’t about the office itself but the logistics of getting there. Parents and caregivers may struggle with childcare adjustments, and long commutes can add stress. Ease these concerns around return to office by offering:

• Childcare assistance or dependent care benefits
• Commuter perks, such as transit stipends or parking assistance
• Adequate seating and office accommodations to ensure a comfortable work environment
• Quiet spaces for calls and focus work 

#4 Offer flexibility 

A rigid return-to-office approach can create unnecessary resistance. Instead, consider:

• Hybrid work options or a phased return to office that allow employees to gradually ease back into office life
• Adjusted schedules that accommodate personal needs
• Clear communication about long-term flexibility, so employees know what to expect

#5 Invest in employee mental health

Workplace transitions like return to office can heighten stress and burnout, making high-quality, easily accessible mental health support essential. In addition to support like stress management tools, therapy, and mental health coaching, use assessments like Lyra’s Organizational Health Evaluation to monitor workplace well-being and address concerns proactively. Managers should also be trained to recognize signs of distress and guide employees to appropriate resources.  

#6 Take care of yourself

RTO is an adjustment for everyone. As a leader, you’re likely managing your own stress while supporting your team. Before meetings or tough conversations, check in with yourself. If tensions are high, consider rescheduling or adjusting the discussion’s scope. 

Simple techniques like taking a walk, deep breathing, or shifting focus to a positive task can help you approach challenges with a clearer mind. Leading by example in prioritizing well-being will encourage employees to do the same.

A return-to-office experience that works for everyone

Returning to the office comes with a mix of emotions. By prioritizing flexibility, mental health, and clear communication, employers can create an environment where employees feel supported, engaged, and valued. A thoughtful approach that acknowledges challenges while providing meaningful support will help build a more resilient and motivated workforce—one that’s set up to thrive in the new workplace reality.

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.