In today's rapidly evolving workplace, trauma-informed leadership is essential. By prioritizing empathy and mental health, leaders can create supportive environments where employees thrive, boosting productivity and fostering a resilient, engaged workforce.
Employees today demand leadership that prioritizes mental health and acknowledges the complexities of modern life.
Growing up during the mental health movement of the ‘90s, I was taught to "leave your personal life at home" and focus solely on, well, work at work. The general consensus was that personal issues had no place in the workplace. This mindset heavily influenced my early career, driving me to work tirelessly and expect the same commitment from my team.
As I advanced in my career, I began to witness the profound impact of trauma and stress on both employees and organizations. As one of the few women in male-dominated spaces at the time, I encountered challenges that highlighted the pervasive issues many face at work. I saw firsthand how traditional leadership styles, which ignored these realities, left employees feeling unsupported and overwhelmed. This realization compelled me to rethink my approach and embrace an authentic leadership style that prioritizes empathy and mental well-being.
The younger generations no longer subscribe to the traditional mentality of sacrificing personal well-being for professional success. They bring a refreshing perspective that prioritizes a balanced life, while still valuing hard work and ambition. This shift in generational mindset is challenging companies globally to rethink leadership approaches and embrace a trauma-informed style that acknowledges the complex realities of their team’s lives.
More and more research shows that the future of work centers around mental health and well-being. Challenges like stress, anxiety, and depression are the leading causes of employee absenteeism. A 2023 report from the American Psychological Association highlights that adults aged 35 to 44 experienced the highest surge in mental health diagnoses between 2019 and 2023, with 45% reporting a mental illness in 2023, up from 31% in 2019. Despite this increase, adults aged 18 to 34 continued to have the highest rate of mental illness, at 50% in 2023. This generational discontent is further compounded by the expectation that the workplace should play a significant role in supporting mental health, with 60% of employees stating that their job significantly impacts their mental health. Surprisingly, employees report that their managers influence their mental health more than their doctors or therapists, and as much as their spouses do.
In recent years, there has been a significant shift in leadership trends, with a growing emphasis on trauma awareness and its impact on management styles. This shift is not just a trend but a necessary evolution in response to the increasing recognition of mental health issues and their profound impact on individuals and organizations. In fact, 92% of workers say it is very (57%) or somewhat (35%) important to them to work for an organization that values their emotional and psychological well-being.
Addressing mental well-being gaps during challenging business climates may not seem like a priority, but the benefits of adopting a trauma-informed leadership style greatly outweigh the costs. According to Gallup, burned-out and disengaged employees can cost $3,400 for every $10,000 in salary due to decreased productivity. Replacing employees can be even more expensive, ranging from half to twice their annual salary. The National Institutes of Health estimates that workplace depression costs $210.5 billion, and the World Health Organization reports that depression and anxiety result in $1 trillion in lost productivity globally.
In contrast to the traditional "leave your personal life at home" approach, today’s employees seek a more empathetic and holistic leadership style. They value transparency, open communication, and an acknowledgment of their lived experiences. This shift is often misunderstood or ignored by leaders who prefer traditional management style, who may view it as a sign of weakness or an inability to cope with the demands of work.
However, trauma-informed leadership is not about coddling employees; it’s about creating an environment where they can thrive despite their challenges. By recognizing and addressing the impact of trauma, depression and anxiety, leaders can foster a culture of trust, vulnerability and support, ultimately leading to greater productivity, engagement and job satisfaction.
If you are advocating for change in your organization or championing the implementation of trauma-informed practices, here are some approaches you can take:
- Prioritize Communication
- Take the time to learn about various communication styles and how they can impact interactions within your team. Resources like books, workshops, and training sessions on effective communication can be incredibly valuable. Understanding tools like the DISC assessment or Myers-Briggs Type Indicator can also provide insights into how different team members prefer to communicate.
- Incorporate principles of non-violent communication (NVC) to further enhance team interactions. NVC focuses on four key components: observation, feeling, need, and request. By using these components, you can foster a more empathetic and understanding workplace culture.
- Practice active listening. This means truly paying attention to what the other person is saying, asking clarifying questions, and reflecting back what you’ve heard. This shows empathy and helps prevent misunderstandings.
- Ensure that your communication is clear and consistent. Avoid assumptions and provide detailed explanations when necessary. Regular check-ins and updates can help keep everyone on the same page.
- Encourage transparency and honesty in conversations about mental health and well-being. Create spaces where employees can share their experiences without fear of retribution. This could be through regular one-on-one meetings, anonymous feedback systems, or team discussions.
- Empathy and Understanding
- Understand that everyone has different thresholds for stress and trauma. Treat each employee as an individual, taking the time to understand their unique circumstances and needs.
- Pay attention to your team members and notice when something seems off or they aren’t performing as well as they usually do. This could be a sign that they are going through a difficult time. Establish boundaries in professional environments but hold space for employees, and respond with empathy when they express that they are struggling.
- Maintain professionalism while being empathetic. It’s important to address performance issues, but do so with an understanding of the underlying causes. Offer support, training and resources to help them improve.
- Support Systems
- Ensure that employees, as well as the leadership team, have access to mental health resources such as counselling, peer support programs, and stress management workshops. Make it easy for them to find and utilize these resources.
- During times of crisis or high stress, consistent communication can help employees feel more secure. Use regular updates and clear information to help them understand what is happening and what support is available.
- Training and Education
- Share your knowledge with your senior leadership team and encourage them to participate in relevant training and development opportunities. This helps build a common understanding and vocabulary around mental health issues.
- Take the time to learn about different leadership styles and how they affect different individuals. Remember that employees have complex lives outside of work. Some may mask their emotions, while others wear them on their sleeves. Adapting your leadership style to meet the needs of your team can create a more supportive environment.
Despite the benefits, trauma-informed leadership often faces criticism, particularly from those who view empathy as a sign of weakness. Some veteran leaders may perceive the emphasis on mental health as coddling or pandering to "soft" generations. However, this perspective overlooks the mounting evidence that empathy and psychological safety are not only beneficial but essential for a productive, profitable and resilient workforce.
As we look to the future, trauma-informed leadership will play an increasingly vital role in shaping workplaces that are not only productive but also supportive and nurturing. By integrating empathy, understanding, and support into their management practices, leaders can create environments where all employees feel valued and empowered to thrive. This approach not only addresses the immediate needs of today’s workforce but also builds a foundation for a more resilient and compassionate workplace of the future.
