Creating Supportive Workspaces

Do you have a process in place for your people who are going through or have been through any sort of traumatic experience? I hear all too often and have worked with clients who have been through something challenging in their life and the place of employment did nothing or the bare minimum to show their support. I struggle to wrap my head around this. Supporting employees who have experienced trauma is crucial for fostering a compassionate and resilient workplace. I want to share two effective ways to provide support that could go a long way and show your people that you care about them as people and not just an employee: 1. Offer Flexibility: When someone has gone through a traumatic experience, rigid work schedules can add to their stress. Offering flexible hours, remote work options, or time off can help them manage their recovery without feeling pressured to meet usual expectations. This flexibility shows that you value their well-being and trust them to manage their responsibilities at their own pace. 2. Provide Access to Resources: Ensure that employees have access to mental health resources, such as counseling services, support groups, or employee assistance programs (EAPs). Sometimes, just knowing these resources are available can be a huge relief. Encourage an open-door policy where employees feel comfortable discussing their needs, and make sure they know where to find help. What Support Can Look Like: In a professional environment, support means creating a space where employees feel seen and heard. It’s about offering compassion without judgment and providing the tools they need to navigate their situation. Whether it’s through regular check-ins, adjusting workloads, or simply acknowledging their experience, every action counts in building a supportive and understanding workplace. What other suggestions do you have? What is working for you as a leader or as a company? #trauma #support #resources #impact #leadership #peoplefirst

🌟 Leading with Empathy: Supporting Your Team Through Life's Challenges 🌟 I had some amazing conversations this past week and wanted to share my thoughts. As managers, we're not just responsible for driving business results; we're also entrusted with the well-being of our team members (contractors and employees). Life's challenges, whether it be divorce, loss, or personal struggles, can deeply impact an individual's professional life. Here are four ways we can foster a supportive environment for our team during difficult times: 1️⃣ Create a Culture of Compassion: Lead by example by demonstrating empathy and understanding. Encourage open communication and assure your team that it's okay to discuss personal struggles without fear of judgment. By fostering a culture of compassion, you cultivate a supportive work environment where individuals feel valued and understood. 2️⃣ Clarify Roles and Responsibilities: Provide clarity on job expectations and responsibilities, ensuring that your team members understand what is expected of them. By making their roles crystal clear, you alleviate unnecessary stress and uncertainty, allowing them to focus on navigating through life's challenges without added work-related worries. 3️⃣ Flexible Work Arrangements: Recognize that employees may need flexibility to attend to personal matters during challenging times. Offer flexible work arrangements such as remote work options, flexible hours, or additional time off to accommodate their needs. By prioritizing work-life balance, you demonstrate that you value your team's well-being beyond their contributions to the business. 4️⃣ Provide Resources and Support: Ensure that your team members are aware of the resources available to them, both within the company and externally. This may include Employee Assistance Programs (EAPs), counseling services, or support groups. Encourage individuals to seek the help they need and reassure them that it's a sign of strength, not weakness, to ask for support. By proactively supporting your team through life's challenges, you not only foster loyalty and trust but also enhance overall morale and productivity. Let's lead with empathy and compassion, creating a workplace where every team member feels supported and valued. Tag a fellow manager who prioritizes employee well-being, and let's inspire others to lead with empathy! 🌟 #LeadingWithEmpathy #SupportiveWorkplace #TeamWellBeing Personal Reflection: I was homeless for a month when I was starting Syssero® and while I didn't have a manager, I had friends (Ryan Massie, Cassandra (Cazzi) Coleman, Julie Christenson and many more) and family who supported me along the way. You never know what others are going through, they don't have to tell you, but you can be the empathic leader that gives them clarity through the chaos.

A very thoughtful client recently asked me if there were things she should know or could do to better support me as someone who is neurodivergent. First, I want to acknowledge this – it's the first time a client has asked me this question, and it means a lot. Simply asking how to better support your neurodivergent team members sets you apart and shows genuine care and commitment to inclusion. Over the years, I've learned to advocate for what I need and how I work best, which is why I am transparent about my neurodivergence early in work relationships and bake in my ways of working into engagements. But for companies with an increasing number of neurodivergent employees, here are a few suggestions to help you create a more supportive environment: 🔹 Create Clear and Open Channels for Communication: Everyone has different preferences when it comes to communication. For some, written instructions are easier to process than verbal ones. Check in with your team to understand what works best for them. 🔹 Offer Flexibility in Work Environment: Sensory sensitivities can make traditional office spaces challenging for some (though not all). Providing options for remote work, quiet spaces, or noise-canceling headphones can go a long way. 🔹 Set Clear Expectations and Inquire About Structure: Some Neurodivergent individuals often thrive with routines and clear guidelines. For these folks, make goals, deadlines, and expectations explicit to help them plan and organize their work effectively. Others may do best with more fluidity - so check in with your team members on how best they work. 🔹 Prioritize Mental Health and Wellbeing: Normalize conversations around mental health, and offer resources like employee assistance programs (EAPs), coaching, or mental health days. 🔹 Celebrate Strengths and Uniqueness: Recognize the unique perspectives and skills that neurodivergent team members bring. Make sure to leverage their strengths in ways that benefit both them and the team. Remember, the best way to support your neurodivergent employees is to ask them what they need and be willing to adapt. Inclusion is not a one-size-fits-all approach – it’s about creating a culture where everyone can thrive.

Leaders, Acknowledge that today not all of your employees are okay. Give them space to experience the weight of an outcome they feared. They may not feel safe - create a space where they can feel safe. They may not feel heard - create a space where they are heard. They may be grieving, angry, in shock - give them a space where they can take a moment. This may mean taking today off. If you are experiencing this moment as well, don't hide it. Be transparently yourself so others feel safe to also do so. We are responsible for creating a respectful workspace where employees feel safe, feel heard, and feel they can prioritize the most important things in their lives. This is every day, not just today. Sincerely, a leader who also is grieving.

Is it time to double-down on thinking about how we communicate in-office❓ As more companies mandate a return to full-time office work, many of us are reflecting on the accommodations that have made remote work accessible over the past five years 💻 & how that might transition to an in-office environment. As one of the 30+ million American adults living with hearing loss👂- for those of us in this growing demographic, transitioning back to in-person work presents unique challenges. In virtual settings, we’ve been able to adjust our environments to meet our needs—whether that’s turning up the volume 🔊 on our laptops, using noise-canceling headphones 🎧, or relying on live captioning 💬 during Zoom meetings. These tools have been crucial in making our workspaces more productive. But as we step back into the office, these adaptations become more complicated. The good news? There are simple, effective ways to support colleagues with hearing loss—& to build a more communicative (and happier) workplace in the process. 🙏 1️⃣ Educate Yourself on Hearing Loss: Take time to understand the different types of hearing loss and how they might impact those with a hearing deficiency. This knowledge can help you approach conversations with empathy, knowledge & awareness. 2️⃣ Provide Support, Not Pity: Respect & understanding go a long way. Offer help when needed, but avoid making assumptions or treating hearing loss as a limitation. 3️⃣ Don’t Keep Support a Secret: Use 'best communication' practices like speaking clearly, facing the person when you talk (seeing a person speak helps those with hearing loss & ensuring that meeting rooms have minimal background noise + noise suppression walls, floors, etc & make those practices & hardware known. This normalizes accessibility & encourages others to follow suit. 4️⃣ Consider How You Communicate: Simple changes—like speaking at a moderate pace, or summarizing key points in writing—can make a big difference. For example, if you know that someone has hearing loss, think about joining them for meetings where you are both attendees and 'reserving spots' for you both where the audio 🔈 will be best. Accessibility isn’t just about technology—it’s about fostering an environment where everyone feels heard, valued, and supported. Let’s make the return to the office a positive transition for all our colleagues, including those who are hearing-impaired. 👏🏼 👏🏼✨ If you'd like to drive more awareness in your office, I hope you find my Fast Company Premium article "An ultimate guide to supporting your colleague with hearing loss" helpful. The link to the full article is in the comments 👇. And if you have any experience helping those with hearing loss, please add to the conversation 💜 for the benefit of us all ‼️ #leadership #accessibility #hearingloss #compliance #ethics #returntowork #returntooffice #accommodations #inclusion

❓ What does creating an inclusive workplace truly mean for women’s mental health? It's about more than just policies; it's about fostering a culture that nurtures the well-being of all women, regardless of their background. Here’s my guide to promoting mental health in an inclusive workplace: 1) 𝗔𝗰𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝘂𝗻𝗶𝗾𝘂𝗲 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 💬 Women face specific mental health challenges, including societal pressure, work-life balance struggles, and gender bias. Recognizing these is the first step in creating a supportive environment. 2) 𝗘𝗻𝘀𝘂𝗿𝗲 𝗿𝗲𝗽𝗿𝗲𝘀𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 🧑🤝🧑 It's not just about having women in the workplace but ensuring their voices and perspectives are included in decision-making processes. Representation impacts mental health by creating a sense of belonging. 3) 𝗢𝗳𝗳𝗲𝗿 𝘁𝗮𝗶𝗹𝗼𝗿𝗲𝗱 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 🧠 From mental health resources to flexible work arrangements, offering support that recognizes individual needs can significantly improve women's mental well-being at work. 4) 𝗖𝗿𝗲𝗮𝘁𝗲 𝘀𝗮𝗳𝗲 𝘀𝗽𝗮𝗰𝗲𝘀 𝗳𝗼𝗿 𝗼𝗽𝗲𝗻 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 💬 Foster an environment where women feel safe discussing mental health. Open dialogue removes stigma and encourages seeking support when needed. Now, here's the technique breakdown on how to apply this: 💡 Empathy in Leadership: ➤ Leaders must lead by example, showcasing vulnerability and openness about mental health. 💡 Wellness Programs: ➤ Implement wellness programs with a focus on mental health, ensuring they are inclusive of the diverse needs of all women. 💡 Regular Check-ins: ➤ Encourage managers to check in on their teams regularly, not just about work performance but well-being. 💡 Create a Zero-Tolerance Policy for Harassment: ➤ A harassment-free environment allows women to thrive. How is your workplace promoting mental health for women? Share your thoughts or tag someone who’s leading the charge in creating an inclusive environment! ------------------- I’m Jayant Ghosh. Follow me in raising awareness for mental health that inspires growth and well-being. ♻️ Repost to help others.