Many Are Experiencing New Levels of ‘What The F*ck’ (Issue #36)
+ part 2 of 'The Layoff One', my personal layoff story continues (week 4)
There has been a lot of conversation in the world describing some sort of mass burnout. Between the debate on return to office versus remote work, the pressure of moving a team forward while battling upper management and trying to beat the numbers quarter after quarter—many are experiencing new levels of ‘what the fuck’.
And, it’s being closely examined this month because in May we place extra emphasis on mental health.
A study conducted in 2024 stated that 59% of full time office workers stress levels have increased drastically in comparison to hybrid or remote workers.
But hybrid and remote workers aren’t off the hook when it comes to mental fatigue. In fact, many are feeling disengaged at work. When employees were asked why, here’s what they said:
26% feel burned out
22% don’t feel fairly compensated
17% said their mental health has declined over the past year
And for those managing people, the pressure is even higher.
According to the same Owl Labs report, stress among managers is 55% higher than for non-managers. That’s a staggering difference—and an often overlooked piece of the burnout conversation.
So what can managers do to care for their own mental health?
As someone responsible for guiding others, the pressure to perform, support, deliver, and lead can feel constant. But your well-being matters just as much as your team’s.
Here are a few grounded practices for managing mental stress in leadership roles:
1. Name the Pressure
Acknowledge what’s happening. Whether it’s the pressure to hit goals, manage conflict, or navigate company politics. Putting language to your experience reduces its power and creates space to problem-solve.
2. Set Communication Boundaries
You don't have to be available 24/7. Block calendar time for deep work. Set expectations around after-hours communication. Give your brain space to rest and model that boundary-setting for your team.
3. Prioritize Micro-Rest
You may not get a full vacation this week, but five minutes of walking, breathing, or simply being away from a screen can help reset your nervous system. Don’t wait for burnout, buffer against it with small, consistent breaks.
4. Check in With Yourself, Not Just Your Team
You ask your team how they’re doing—when was the last time you asked yourself? Take 2 minutes each week to reflect: What am I feeling? What do I need? What’s one small thing I can adjust this week?
5. Connect With Other Leaders
Leadership can be lonely. Talk to other managers. Join a community. Vent, share advice, or just be reminded that you’re not the only one riding the rollercoaster. Peer support reduces isolation and builds resilience.
6. Ask for Support
You’re not weak for needing support, you’re wise. Whether it’s therapy, coaching, or a conversation with your own manager, seeking help can improve clarity, reduce anxiety, and improve your leadership effectiveness.
Burnout and taking care of mental health isn’t just a personal problem. It’s a workplace one.
And when managers suffer silently, entire teams feel the ripple effect.
Now onto part 2 of the Layoff Saga
It’s been just over 4 weeks…
And if you didn’t read my 2 week update - maybe start here.
TL;DR: I was laid off—sad stuff. I’m taking it all one day at a time and here’s how:
But first a bit of copy and paste - “I know when you’re forcefully separated from your work you do and the routine that consumes 90% of your life you may be tempted to wallow in self pity, panic and hit the job market completely out of control, just take time off and pretend your on vacation and others… well others (me) start dreaming again are just figuring it out step by step and day by day.”
And here’s how I am actively doing that…
I cried, I took a beat
I created a plan
I put the plan in place (day by day)
I made space for breaks and fun
I started listening more
I stopped being afraid to ask
#3 Put that plan in place—every single day
After the first few days of resume rewrites and optimizing LinkedIn—I began.
From the start, I was determined to stay positive and intentional. My “I’m open to work” post on LinkedIn reflected that energy, and thankfully, it resonated. I’ve built strong relationships with coworkers and a generous network, and I was blown away by the messages, texts, and phone calls I received. It reminded me: people do show up.
👉 Here’s how I organized my first few weeks:
Updated LinkedIn: I added the “open to work” banner, clarified my target roles, and rewrote my headline and summary to be more impactful.
Started talking: Just real conversations. Catching up. Sharing what I’ve been exploring. Asking what others are working on.
Targeted applications: I used LinkedIn, job boards, and referrals to build my Tier 1 and Tier 2 lists of roles—and started applying.
Cut some costs: More home-cooked meals (sorry DoorDash, sorry $6 matcha lattes—I’ll be back soon), and I paused non-essential projects (roof not included—that one was locked in).
Handled logistics: Filed for unemployment and tackled the administrative stuff early so it wouldn’t become overwhelming later.
Built a routine: My days have structure: time to apply, time for breaks, time for creative exploration. That mix has helped me stay grounded.
📰 Hello, AMA!
This week, I received so many kind messages from people offering support, leads, introductions, or just checking in. I’m incredibly thankful.
And one note stood out, because it was from someone on the other side of layoffs.
Question:
“I know the pain of getting laid off. But right now I’m facing the pain of having to lay off two people from my five-person team due to budget cuts. I don’t get a vote in the bigger picture, but I do have to make the call. How do you deal with being the one who has to carry out decisions you don’t fully agree with?”
Answer:
First, thank you for asking this. These conversations matter, and we don’t have them enough.
I’ve been there too.
A few years ago, I was in a middle management role at a growing company that hit unexpected financial turbulence. I wasn’t the one in the boardroom making the final call, but I was the one who had to look two team members in the eye and deliver the news that their roles were being eliminated.
They were good people. Talented. Contributing. And still, I had to let them go.
I remember being given talking points from HR and feeling like the words on the page were so far from what I actually wanted to say. I wanted to say, “This is unfair. You deserve better. I would change this if I could.” But instead, I did my best to lead with honesty, clarity, and care.
After the layoffs, I spent a lot of time sitting with the weight of it. I helped those former team members with references, intros, and anything else I could. But it stayed with me. The hardest part? The quiet understanding that sometimes as a leader, you carry out decisions you didn’t make.
But you’re the face of them.
What I’ve learned since is this: Leadership isn’t just about vision or strategy—it’s about how we hold the hard stuff. It’s about how we advocate behind the scenes, how we show up with empathy even when our hands are tied, and how we take care of those who stay, too.
So, know this you’re not alone. What you’re feeling is what makes you a thoughtful leader.
Keep caring.
Keep showing up.
And when you can, use your seat at the table to build the kind of workplace where fewer of these decisions have to be made in the dark.
Want your toughest questions answered? Drop a message.
#4 Finding the right balance
I’m learning how to bake in rest, joy, and reflection; while still being proactive about my next chapter.
That means scheduling space to do things just because: baking banana bread, taking long walks, playing with creative ideas (hello, fun AI applications) that have nothing to do with work (yet), and letting myself just be.
There has been many good, even great days and there has been some down, shitty days. I truly have embraced expecting the unexpected.
Because the truth is: a job search is full-time work. But it’s not the only thing I want to be full of right now. I’m making room for the in-between moments, too.
Until next time, stay well
Colleen