How to Support Employees During Hard Times 

No matter how much we try to separate work from personal life, the reality is challenges don’t stay neatly in one place. Stress at work can follow us home, and personal struggles can impact our performance on the job. 

That’s why it’s essential to remember—we’re not robots; we’re human. And in moments of hardship, true leadership means showing empathy and offering support 

But even the best leaders sometimes struggle with providing meaningful support. So, here’s your guide to simple ways to support employees through tough times. 

First, let’s recognize the signs 

Being a supportive leader starts with understanding the different ways stress manifests in the workplace and its causes. 

Common triggers of stress 

• Uncertainty and change 

Economic instability, political unrest, or organizational shifts can create anxiety about the future. 

• Health issues 

Employees managing personal or family health challenges may struggle to stay focused. 

• Personal struggles 

Financial pressures, caregiving responsibilities, or burnout can take a toll on well-being and work performance. 

Signs an employee may be struggling 

Stress can look and mean different things to various people. But here are four ways you can tell someone is going through a tough time: 

• Drop in productivity – Missing deadlines, decreased work quality, or lack of focus. 

• Signs of burnout – Consistent fatigue, emotional exhaustion, or feeling overwhelmed. 

• Disengagement – Withdrawing from discussions, avoiding collaboration, or not taking initiative. 

• Behavioral changes – Increased irritability, emotional outbursts, or a shift in usual demeanor. 

How to be a supportive manager when things get tough 

Let’s get into the practical ways you can support distressed employees. 

1. Show empathy and acknowledgment 

When times are tough, a simple acknowledgment can make a world of difference. Whether publicly or privately, take the time to recognize the challenges your team member is facing. 

If you’re unsure how to start, keep it simple: “I know you’re going through a difficult time. If there’s anything I can do to support you, please let me know.” 

2. Provide flexibility and work-life balance 

Supporting employees doesn’t mean lowering expectations; it means giving them the space they need to perform at their best. This could include: 

• Flexible work hours to accommodate personal challenges 

• Adjusting workloads and deadlines when necessary 

• Encouraging breaks and time off to prevent burnout 

3. Create a safe space for communication 

Many employees hesitate to share personal struggles for fear of judgment or negative consequences. Normalize conversations about well-being by leading with openness and empathy. 

But how do you encourage communication without overstepping boundaries? 

• Listen first. Employees don’t always need advice; they just need to feel heard. 

• Ask open-ended questions. Give them space to share at their comfort level. 

4. Do regular check-ins 

Supporting employees shouldn’t be a one-and-done thing. Biweekly or monthly check-ins are crucial to gauge how they’re doing and whether they need adjustments. 

5. Encourage peer support 

A strong support system at work also comes from peers. As a manager, you set the tone for the culture, and when you lead with support, it creates a ripple effect, inspiring employees to uplift one another. 

• Give shoutouts in team meetings to make appreciation a habit in the workplace 

• Create recognition programs to celebrate small and big wins 

• Organize team-building activities to help employees connect outside of work tasks 

How to support employees without hurting productivity 

Like many leaders, you may ask yourself: “Can flexibility impact productivity?” Well, it’s understandable to worry about performance and outcomes during instability. 

But here’s the thing—supporting employees’ well-being doesn’t mean losing structure or lowering productivity.  

According to Gallup, employees who feel their organization cares about their well-being are: 

• 4.4 times more likely to be engaged at work 

• 73% less likely to experience frequent burnout 

• 53% less likely to actively seek a new job 

When employees can adjust their work schedules and take regular breaks, they can focus better and complete tasks faster and with higher quality. That being said, what you can do to maintain both well-being and performance includes: 

• Setting clear expectations that align employee well-being with business goals 

• Communicating openly and keeping employees informed about their performance 

• Tracking performance effectively, using KPIs and OKRs to provide structure and feedback