The Grief Company’s Post

Have you ever had to show up at work while your personal life was in crisis? Many of us have experienced moments when heartbreak, loss or another personal challenge collided with our professional responsibilities. Breakups, for example, can be emotionally overwhelming and can have a significant impact on an employee’s mental and physical health, often spilling over into their work. Yet, in many workplaces, discussing relationship grief can feel taboo. Employees may suffer in silence, trying to maintain a brave face while struggling with anxiety, fatigue and mood swings. As leaders, we have the power to change that. Offering support during personal crisis is not just about compassion—it’s about building a resilient workplace. Here’s how you can help: ❤️ Foster a culture of empathy – Encourage open conversations, allowing employees to feel safe discussing their struggles without fear of judgment. ❤️ Provide flexible work options – A little flexibility can give employees the time and space they need to heal while still contributing to their roles. ❤️ Leverage mental health resources – Make sure your team knows about the resources available, from counseling to employee assistance programs (EAPs). ❤️ Train managers to recognize emotional distress – Equip your leadership with the tools to respond with care when employees face personal hardships. Supporting employees through breakups, loss and other life challenges isn’t just the right thing to do—it helps create an engaged, motivated and loyal workforce. This is what The Grief Company is all about. How does your organization support employees through personal crises? #EmpathyInTheWorkplace #MentalHealthMatters #EmployeeWellbeing #griefsupport #hr

Have you ever had to show up at work while your personal life was in crisis? Many of us have experienced moments when heartbreak, loss or another personal challenge collided with our professional responsibilities. Breakups, for example, can be emotionally overwhelming and can have a significant impact on an employee’s mental and physical health, often spilling over into their work. Yet, in many workplaces, discussing relationship grief can feel taboo. Employees may suffer in silence, trying to maintain a brave face while struggling with anxiety, fatigue and mood swings. As leaders, we have the power to change that. Offering support during personal crisis is not just about compassion—it’s about building a resilient workplace. Here’s how you can help: ❤️ Foster a culture of empathy – Encourage open conversations, allowing employees to feel safe discussing their struggles without fear of judgment. ❤️ Provide flexible work options – A little flexibility can give employees the time and space they need to heal while still contributing to their roles. ❤️ Leverage mental health resources – Make sure your team knows about the resources available, from counseling to employee assistance programs (EAPs). ❤️ Train managers to recognize emotional distress – Equip your leadership with the tools to respond with care when employees face personal hardships. Supporting employees through breakups, loss and other life challenges isn’t just the right thing to do—it helps create an engaged, motivated and loyal workforce. This is what The Grief Company is all about. How does your organization support employees through personal crises? #EmpathyInTheWorkplace #MentalHealthMatters #EmployeeWellbeing #griefsupport #hr

“OVERWHELMING WORKLOAD” - Shocking Tragedy Exposes the Critical Need for Mental Health Support and a Healthier Workplace Culture I recently came across a heartbreaking story about a young professional at Ernst & Young, who tragically lost her life after only a few months with the company. Her mother shared that the overwhelming workload, long hours, and pressure took a serious toll on her daughter’s mental and physical health. “Anna’s mother, Anita Augustine, revealed that her daughter struggled with anxiety, sleeplessness, and stress shortly after starting her job, ultimately leading to her tragic passing just four months in. In a poignant letter, Augustine emphasized the systemic issues that allowed such pressures to thrive within the company.“ This is a stark reminder of how crucial it is for organizations to prioritize the well-being of their employees. As companies strive for success, it’s easy to focus solely on growth and performance, but at what cost? Employees—whether new or seasoned—often hesitate to speak up about the stress they’re experiencing, fearing judgment or repercussions. This is why it’s so important for leaders to create a supportive environment that encourages open communication and actively checks in on the mental health of their team. It’s time to revolutionize the work culture. Prioritizing mental health and combating toxic work environments isn’t just the right thing to do—it’s essential for long-term productivity and success. When employees feel cared for and supported, they can thrive, and so will the company. Let’s ensure that no one else suffers in silence. #MentalHealthMatters #WorkplaceWellness #HealthyWorkplace #NoToToxicWorkCulture #EmployeeWellbeing #ProductiveWorkforce #WorkplaceCulture

The legacy of a toxic workplace doesn’t end when an employee leaves. It can leave scars that last for years. When I left my job at a large advertising agency in 2001, the suffering didn’t stop there. In fact, it spiralled. I fell deeper into depression and alcoholism, and it took six more years for me to finally get sober. During that time, I attempted suicide twice. Leaving a toxic work environment isn’t a magic fix. The pain, shame, resentment, and anger can follow someone long after they’ve walked out the door. For me, it was the legacy of a work culture that neglected mental health and wellbeing, and it left deep scars. That’s why I’m so passionate about workplace wellbeing today. Leaders need to understand that the impact of poor work environments can linger for years. It’s not just about the job—it’s about the long-term effects on people’s lives, mental health, and relationships. Pay attention to your team’s wellbeing. The cost of ignoring it can be devastating—and the legacy can last far longer than you think. #WorkplaceWellbeing #MentalHealthAwareness #Leadership #EmployeeSupport

Creating a truly judgmentfree work environment where employees feel safe and supported in discussing their #mentalhealth struggles is crucial for any organization. While promoting #mentalwellbeing on social media platforms is commendable, it is equally important to walk the talk and actively incorporate mental health support into the fabric of our work culture. Unfortunately, topics like anxiety, depression, and stress are still often treated as taboo, and employees frequently refrain from sharing their struggles due to the fear of judgment, insensitive comments, or a perceived hypocrisy between an organization's words and actions. This silence can lead to performance issues, lack of engagement, and even employee turnover, affecting even the most talented and dedicated individuals. As #leaders, it is our responsibility to create an environment where people feel heard, supported, and assured that discussing mental health challenges is not only accepted but encouraged. We need to cultivate a safe space for open and honest conversations, show genuine empathy, listen without judgment, and help employees navigate their mental health challenges. Moving forward, we must eliminate the need for employees to use excuses like "flu" or other cover stories to take time off for their mental well-being. Instead, we should foster an inclusive culture where mental health is genuinely prioritized, and employees feel comfortable seeking support without fear of judgment or repercussions to their careers. Incorporating comprehensive mental health awareness and support initiatives into our workplace policies, practices, and overall culture is not merely a favor to our employees; it is the right thing to do for our people, our companies, and ourselves as leaders. Let us imagine and strive to create a workplace free from the stigma surrounding mental health issues. While we may not be able to change the entire world overnight, we can start by establishing a safe haven at work – a space where employees feel comfortable discussing challenges they might otherwise keep to themselves 🙏🏻 By actively prioritizing mental health in our workplaces and leading by example, we can ensure that everyone feels truly heard, supported, and valued, no matter what challenges they may face. Even if an employee ultimately decides to leave the organization, it will not be because they felt unheard, unsupported, or burnt out due to a lack of understanding and resources for their mental well-being♥️♥️ #linkedin #mentalhealth #change

More than 50% of blue-collar employees say that they silently suffer from mental health struggles and don’t seek help. What are you doing about it? 🚧 Do you have a system in place to support your employees' mental well-being? 🚧 Are you creating a culture where workers don’t feel stigmatised about talking about their mental health? Mental health struggles in blue-collar environments can manifest itself in many ways - from substance abuse, isolation, burnout, absenteeism, loss of productivity, and many many more. When leadership teams are under pressure and have mountains of deadlines to meet, meetings to attend, and endless KPI’s to reach, it can be easy to overlook certain topics of conversation. Especially when one out of four of your employees may be suffering in silence and too afraid to ask for help. Robust scientific studies report employees suffer less from mental health issues when there are higher levels of individual happiness, team engagement, and good working relationships with managers. Here’s what you should ask yourself to ensure your workplace is mentally healthy: 🚧 Are workers encouraged to speak up if they’re struggling? 🚧 Do you provide resources or programs to support mental health? 🚧 How are you addressing stress, anxiety, and burnout? 🚧 Is there a clear communication pathway for employees needing help? 🚧  Creating a safe work environment is about more than PPE and safety protocols - it’s about protecting your team’s mind, too. Direct message me via LinkedIn to book your FREE Turnover Cost Analysis and discover the true cost of losing an employee. #mentalhealth #areyouok #businessmentalhealth #business #coaching

I didn’t choose the easiest topic for my keynotes, but I chose one that matters.  An EAP (Employee Assistance Program) saved my life 30 years ago. Imagine if your company could do the same for someone else. Employers in Tampa Bay and surrounding areas affected by the hurricanes... if mental health in the workplace isn’t part of your conversation, what are you waiting for? Everyone is talking about it — your employees are, too. It's time to listen, act, and lead. Consider this:   - 61% of Gen Z workers are dissatisfied with their overall employee experience — more than any other group.   - 72% say workplace interactions have negatively impacted their mental health.   - 71% are considering leaving their jobs because of negative interactions with managers, co-workers, or customers.   - Nearly 20% of frontline employees report never being recognized by their manager.   - In organizations with both frontline and corporate teams, 49% feel like there are two separate cultures.   We can do better. We must do better. Let’s start the conversation. Send me a message...I can help. I WANT to help. Full article here: https://lnkd.in/eZpUdzuY #mentalhealthatwork #EAP #TampaBay #Leadership #Burnout #BusinessJournal #Tampa #WomenInBusiness #DoBetter

Trigger Warning: Workplace Toxicity, Burnout To anyone who has faced or is still facing the heavy weight of overwork and a toxic work environment—you are not alone. We often try our best to manage it all, but sometimes the pressure can feel insurmountable. While we work toward creating better systems and healthier cultures, it’s important to remember that some factors may still be beyond our control. It’s okay to feel overwhelmed. It’s okay to need support. Talking to someone you trust or reaching out to a professional, whether a psychologist, psychiatrist, or through the helplines we’ve shared, can make a difference in how you navigate this. Remember, there are opportunities out there that honor your well-being and worth. It may not feel easy, but spaces where you’re valued, respected, and where balance matters do exist. Taking care of yourself first is the most important step. Stay strong, and know that you deserve more than just survival—you deserve to thrive. 🌱 If you’re struggling, please consider seeking help through the helplines provided. #WorkplaceWellness #MentalHealthMatters #MentallyMe

Employees are still talking loud about the pressure pot of burnout, as this is a complex post-pandemic recovery topic to a deeper underlying issue Sadly, what’s being offered is not taking. Lots of talk, very little real traction. Even as I navigate this space and do my part, I don’t have the answers to changing the system, but I’m confident we’ll get there because the support community is listening and still asking the right questions. We are still on the burnout recovery train and probably will be for the next 5-10 years or more, with many leaders still emphasizing prevention when it’s clear that we are dealing with a growing crisis, making people feel the disconnect. As this topic continues to heat up, I’m sensing more conversations around workplace trauma and burnout, until honestly, too many employees bottom out. Even one is too many, and I believe no one should be left behind. This is systems change in action, as this ripples into our social fabric. — 💬 What’s working for you in your workplace? Comment and discuss below. #Wellbeing is the new performance 🌟❤️

In light of this past weekend’s events, employers must check in with their employees regarding their mental health. The attempted assassination of former President Donald Trump has undoubtedly caused shock, distress, and even secondary trauma for some of your employees. You may find employees more irritable, emotional, or “checked out“ this week. ASK your employees how they are doing. Such high-profile incidents can have far-reaching emotional impacts, even on those not directly involved or with differing political views. Leaders are responsible for creating a supportive work environment that is trauma-informed during challenging times. Here are a few steps you can take: 1. Open communication channels: Encourage appropriate dialogue about the event and its impact with healthy boundaries/parameters. Seek professional consultation if needed. 2. Offer flexibility: Understand that some employees may need time to process. 3. Provide resources: Share information about your EAP service or other resources. 4. Lead with empathy: Acknowledge the range of emotions your team may be experiencing. 5. Promote unity: Focus on bringing your team together, regardless of political views. Remember, a mentally healthy workforce is more productive and resilient. By showing genuine concern for your employees well-being, you're supporting them and strengthening your organization. Let's prioritize mental health in the workplace. Need consultation on how to have these difficult conversations? Go to www.wellnessrochester.com or email megan@wellnessrochester.com #MentalHealthAtWork #LeadershipInCrisis #EmployeeWellbeing #traumainformedworkplace