Blog Companies EN
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The Language of Support: How to talk about the mental health at work?
How to talk about mental health at work without overstepping?? Mental health is no longer just a personal issue; it’s a workplace issue. And talking about mental health in the workplace is no longer optional; it’s essential. But good intentions can go wrong if we don’t know how to speak about mental health with care, respect, and boundaries. “What if I say the wrong thing?”“What if I make it worse?”“Should I even bring it up?” These are valid concerns, because talking about mental health at work requires care, courage, and emotional intelligence. It’s not about becoming a therapist. It’s about becoming someone who others feel safe around. 🧠 Why language…
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Workplace well-being isn’t yoga on Fridays.
It’s culture, boundaries, and belonging. Free fruit, mindfulness apps, and Friday yoga are all nice perks. But if your company’s culture glorifies overwork, ignores boundaries, or treats people like cogs in a machine, those perks are just band-aids on a deeper wound and not part of the workplace well-being. Real well-being isn’t about one-off activities. It’s about the structure, expectations, and emotional climate of work itself. 🔥 Why this matters According to Gallup (2023): Burnout doesn’t come from too few yoga classes — it comes from: 🛠️ What actually supports workplace well-being? 1. A culture where struggle is allowed If people only feel safe when they’re “fine,” they’ll hide burnout.✅…
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Creating inclusive workplaces for neurodiverse or trauma-impacted employees
The modern workplace often assumes a “one-size-fits-all” model of communication, focus, and productivity. However for neurodiverse individuals, and those impacted by trauma, this model can be exhausting, overwhelming, or even unsafe. Neurodiversity includes ADHD, autism, dyslexia, sensory sensitivities, and more.Trauma impacts cognition, attention, and nervous system regulation.Both are invisible and deeply relevant to workplace inclusion. 🧬 The overlap: trauma and neurodivergence While they are distinct experiences, trauma and neurodivergence share common traits: Both groups are often misread as: These labels mask what’s often a mismatch between environment and nervous system. 📊 The stats 🛠️ What inclusion looks like in practice 1. Universal design Design environments that work for everyone, not…
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Supporting employees with refugee or migration experiences: a guide for leaders and HR
Refugee and migration experiences are more than just relocation stories. They often carry profound psychological, social, and systemic impacts — from trauma and grief to identity loss and culture shock. For HR professionals, this means going beyond surface-level inclusion and creating a workplace that is truly responsive to the realities of displacement. 🌍 The impact of forced migration on mental health According to UNHCR and the WHO: 🧠 Trauma and the workplace People with refugee or migration backgrounds may: And importantly, they may not disclose any of this. That’s why trauma-informed practices are essential, regardless of what you know. 🛠️ Practical strategies for HR & Leaders 1. Avoid assumptions Don’t…
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From conflict to compassion: managing team disagreements with a trauma-informed lens
Workplace conflict is inevitable. But how we handle it, especially with trauma-informed awareness, makes all the difference. Conflict doesn’t have to be destructive. In fact, it can deepen trust if handled with care, empathy, and nervous system literacy. 🔥 What conflict can trigger (and why it matters)? For people with trauma histories, conflict can: Unresolved trauma makes conflict feel like danger, not dialogue. 💡 A trauma-informed approach to conflict. 1. Regulate first, talk later If emotions are high, pause. Let everyone self-regulate first. Safety before solutions. 2. Curiosity over judgment Shift from “Who’s right?” to “What happened here?”Understand each person’s story before jumping to conclusions. 3. Use grounding language Instead…
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What HR should know about trauma-informed workplaces?
Trauma is more common than we think. According to the WHO, 1 in 3 people globally will experience trauma in their lifetime. And yet, workplaces often lack the awareness to support employees who are living with the impacts of trauma or being re-triggered by the environment. A trauma-informed workplace is one that recognizes the widespread impact of trauma and creates systems of safety, choice, and empowerment. ⚠️ What counts as trauma? Trauma isn’t just about war or abuse. It includes: As Gabor Maté notes, “Trauma is not what happens to you, but what happens inside you as a result of what happens to you.” 🧬 The science: what trauma does…
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How to support employees through collective trauma and crisis?
(e.g., war, global events, humanitarian emergencies) Whether it’s war, natural disaster, or humanitarian crisis, global events don’t stay “outside the office.” For many employees, especially those with personal, cultural, or geographic ties, these events impact their emotional well-being, attention, and sense of safety. And yet, in many workplaces, these crises are met with silence, avoidance, or “business as usual.”That silence can feel like abandonment. 🌍 What is collective trauma? Collective trauma is a psychological reaction that occurs when a group of people experience a shared threat or loss, such as war, terrorism, forced migration, or environmental disaster. According to Judith Herman (1992), trauma is not just about the event —…
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Leadership and Emotional Intelligence: What makes a psychologically safe manager?
Think of the best manager you’ve ever worked with.They probably weren’t perfect. But they saw you. They listened. You felt like your voice mattered, even when you disagreed or made mistakes. That’s not luck. That’s psychological safety, built on emotional intelligence. In the age of burnout, remote work, cultural diversity, and rapid change, the ability to lead with empathy and emotional awareness isn’t a “nice-to-have.” It’s a must-have for sustainable leadership. 🧠 What exactly is emotional intelligence? Coined by psychologist Daniel Goleman, emotional intelligence (EQ) includes: Leaders with high EQ don’t lead out of ego. They lead with curiosity, clarity, and compassion. And neuroscience backs this up: when people feel…
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Signs your team is burning out and what you can do about it as a leader
Burnout isn’t just an individual issue; it’s often a systemic problem that reflects how a team or workplace is functioning. And when leaders miss the early warning signs, the cost can be high: disengagement, turnover, and long-term sick leave. Good news? You can take action before it’s too late. 🚨 Early signs of team burnout Burnout doesn’t happen overnight. These early signs are your red flags: These signs are often misread as laziness, lack of commitment, or incompetence, when in reality, they’re signs of nervous system overload. 🤝 What leaders can do to respond supportively You don’t have to be a psychologist to support your team. You just need to…
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Why do mentally healthy teams perform better? The ROI of mental health in the workplace
In today’s fast-paced work environment, it’s easy to view mental health as a “nice to have” rather than a strategic priority. However, the data reveals that teams with mental health are not only happier, but also more productive, loyal, and innovative. In other words, mental health is good for business. 💼 The business case: Mental health impacts the bottom line Let’s look at the numbers: But this isn’t just about avoiding losses; it’s about building thriving teams. 🚀 What mentally healthy teams do differently Healthy teams: When people feel psychologically safe, they take creative risks, ask for help, and solve problems together. That’s not soft; that’s strategy. 🛠️ How HR…
