You may think, "Work should be work. Leave the emotions at the door. Get the job done. Keep it professional."

And you wouldn't be alone.

I hear it all the time - "I'm trying to get work done, I can't be their therapist." You have deadlines to hit, results to show, and a full calendar that doesn’t leave time for hand-holding. But take a second (or a few seconds). Watch the video below and keep reading for a few simple tips that can make your job easier and your team stronger.

Your team doesn’t stop being human just because they’re on the clock. And the way you lead them - how you communicate (or not), assign work, give feedback - doesn’t just impact performance. It impacts how people feel when they log off, talk to their families and friends, and decide if they want to keep working here.

I love the recent UKG study that found that managers have more impact on their employees' mental health than their doctor, therapist, or even their spouse. That’s not about being warm and fuzzy - it’s about how much your role affects people, whether you mean to or not.

Here’s What That Means for You

If you’re thinking, “I’m not here to manage feelings,” fair. But here’s the flip side: when you lead with a few intentional behaviors, you don’t just improve how people feel. You get better work. Better (and often faster) results. Less drama. More stability - because you're building trust in your team, and making them want to stay at your organization.

You don’t have to become someone you’re not. But you do need to understand the ripple your leadership creates. And with a few simple shifts, you can create a ripple that improves morale, retention, and results.

Three Small Shifts That Make a Big Difference:

• Be clear, not cold: You can still expect results while being thoughtful in how you communicate. “I need this by Friday because [Insert reason], and I also want you to understand what's expected and make sure that's realistic,” is better than just giving the deadline and assuming they know what to do.

• Give credit when it’s earned: You don’t need to hand out praise on a schedule (if everyone receives a daily "thank you" at 9am on the dot, it can lose impact if it feels like a routine). But when someone does something well, take the moment. A simple “Thank you” or calling out what they did and why it mattered builds trust and reinforces the behavior you want to see more of. Because if someone asked your team, “When’s the last time someone told you ‘good job’?” - you might not love the answer.

• Ask one question before assigning work: Before you assign work, ask one simple question: “What else do you have going on?” It’s not about lowering the bar - it’s about showing awareness. Your top performers are often the ones who say yes first, even when they’re stretched (too) thin. This question helps you make sure you're not overloading your team, and make smarter decisions about who’s doing what - and when.

These aren't "soft" skills. They're smart skills. You don’t have to pause the work to talk about feelings all day. That’s not what this is about. It's realizing that when your team feels supported and clear on expectations, they deliver. And you lead a team that doesn’t just meet the bar - they exceed it.

It's completely possible to get the work done and support the people doing it. That’s where real impact happens.

Ready to make a real impact as a manager - not just on work, but on your team’s well-being and success?

Manager 101 gives you the practical tools and real-world guidance to lead with clarity, support and confidence. Whether you're an individual manager or an organization looking to build stronger leaders across the board, we offer training packages to help you drive this home and make it stick.