Shared Links (bi-weekly) Aug. 9, 2026
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Shared Links (weekly) Sept. 24, 2023
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You Must Define Your Own Work Life Balance– It might not be leaving at 5 every day for you, which is why flexibility is so key.
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CPTSD In The Workplace: Creating Connection– How do I connect with my team when CPTSD makes it difficult to connect with people?
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Biglaw Partner Accuses Firm Of ‘Callous Gaslighting’ In $20 Million Sexual Harassment Lawsuit– When will it be enough for the legal industry to clean house?
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EDRM Announces Platforms Incorporating Email Duplicate Identification Specification: EDRM MIH
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Two Separate Courts Reiterate That Online Age Authentication Mandates Are Unconstitutional
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6 tips to help you manage your day AND your anxiety when working from home
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Linked – Mental health training for managers could save organisations millions of pounds, study finds
I’ve mentioned before that in some of the worst of my mental health struggles, I had a manager who helped me manage the process and was incredibly supportive of me doing what I needed to do, and I later had a manager who made the entire thing awkward and unbearable for me. This was at the same company. Nothing about the rules or the program changed, but my manager did. That made all the difference between me staying and being productive and walking out the door.
Linked – The growing CEO pay gap is killing workplace culture
Workers aren’t ignorant about what their companies do and how their work contributes to the company; they don’t care. Nor should they. Not when the company’s profits can reach astronomical new highs and workers are lucky to get a raise that matches the cost of living increase for that year. Not when we can work our asses off to be successful remotely and continue to make the company all that profit only to be told that we have to come back to the office every day at our own expense. Not when 10% of them got laid off to ensure that the shareholders and CEO’s got theirs.
People aren’t detached from the company because it hasn’t explained what they do correctly. They simply don’t give a flying fuck about a company that hasn’t given a flying fuck about them their entire careers.
Linked: Mental Health Challenges are Common – and Talking about them at Work Should be Too
As I read about various companies and hear stories from a variety of peers, it becomes obvious that there might be two mindsets when it comes to managing people. One says these are human beings and should be treated as such. The other says these are labor costs and anything I can do to get more productivity from these “tools” for less money is good for my business.
Those might seem like extremes, and they are. I’ll have more to say about these extremes in a later blog post, but if you fall on the side of seeing your people as people, take a look at the suggestions. I truly believe that even in a company that does want to recognize the importance of mental health and support employees, it is still really difficult to talk about. It shouldn’t be that difficult. Consider how we can make it more acceptable and comfortable for everyone to prioritize their mental health.
