What Self-Care Is (and What it Isn’t)

Self-care is often mistaken for the occasional indulgence—a massage, a long bath, a big vacation, or a special treat. While those things can be nice, true self-care for therapists is about consistency. It’s about creating habits that support our emotional, mental, and physical well-being. This could mean setting clear work-life boundaries, engaging in activities that bring joy (like dance workouts or journaling), or simply being mindful of self-talk. Small, intentional acts make a big difference over time.

Listen to our interview with therapists about how they manage stress and burn-out:

How to Know if You’re Burned Out as a Therapist

Therapist burnout doesn’t happen overnight… it builds up over time from work stress for therapists. A little bit of stress is normal and can even be motivating. But if you’re noticing some of the following signs, it’s probably time to make some changes:

• Feeling emotionally drained after most sessions
• Increased irritability, cynicism, or feeling detached from clients
• Decreased empathy or feeling numb to clients’ experiences
• Difficulty concentrating or making decisions
• Questioning your effectiveness as a therapist (“Am I even helping anyone?”)
• Chronic fatigue, even after a full night’s sleep
• Frequent headaches, muscle tension, or stomach issues
• Trouble sleeping (either too much or too little)
• Procrastinating on case notes, emails, or session prep
• Avoiding certain clients or feeling dread before sessions
• Increased self-isolation or withdrawing from colleagues
• Difficulty “turning off” work thoughts, even after hours
• Noticing a drop in job satisfaction (feeling stuck, unmotivated, or indifferent)
• Finding it hard to be present with clients or feeling “checked out” in sessions
• Thinking about leaving your job more often than usual

One of the most impactful books I have read in my career was “Trauma Stewardship” by Laura van Dernoot Lipsky. This book discusses the physical, mental, and emotional toll of working with trauma or in helping professions. It helped me to recognize my own “warning signs” and how to do this work well without sacrificing my own mental health.

Checking In With Yourself

Regular self-assessments can help prevent burnout from creeping up unnoticed. Tools like the Professional Quality of Life (ProQol) scale can offer insight into stress levels, compassion fatigue, and overall well-being. It’s easy to keep pushing forward without stopping to check in, but a little self-reflection can go a long way in maintaining a sustainable career. In our podcast episode, Shelby shares that this is an assessment she regularly gives to the clinicians at her clinic.

Let’s face it: It’s easy to get so caught up in taking care of others that we forget to check in with ourselves. If you’re feeling stretched thin, overwhelmed, or just off, these questions can help you assess where you’re at and what might need to change. Feel free to just think on these questions, journal about them, or use them with your clinical teams:

• Am I practicing what I encourage my clients to do for self-care?
• Do I feel guilty when I take breaks or set boundaries?
• Am I dreading sessions, procrastinating, or zoning out more than usual?
• Do I feel like I can actually keep up with my workload?
• How often do I check emails or think about work after hours?
• Do I have a solid routine to decompress after work, or do I carry everything home with me?
• Do I still find meaning in this work, or does it just feel like a burden?
• Does my workplace support my well-being, or is it a major source of stress?
• Does my workplace align with my values, or do I feel disconnected from its mission?
• If a friend told me they were this stressed at work, what advice would I give them?

Effective Self-Care Strategies for Therapists (Tips from Our Therapists)

From small resets between sessions to after-work rituals that help create a clear boundary between work and personal life, these strategies can make a real difference in managing stress and preventing burnout. Let’s talk through some tips from our therapists.

The Power of After-Work Rituals

Having a clear transition from therapist mode to personal life can make a huge difference. Whether it’s listening to music on the drive home, taking a walk, or changing into comfy clothes, these rituals help signal to your brain that the workday is over. Without them, it’s easy to let the emotional weight of the job bleed into personal time, leaving little space for rest and recovery.

In the podcast interview, Taylor talks about having a moment on her way home where she stops thinking about work:

“I’ve learned something from other therapists—they find a specific place on their drive home where they mentally stop working. For me, when I lived in Lee’s Summit, there was a ‘Welcome to Lee’s Summit’ sign. It’s kind of weird, but every time I saw it, I started telling myself, Alright, no more work. That sign became my boundary. Just like in EMDR, where we talk about containers, I imagined leaving all the stress, frustrations—even the victories of the day—right there. That was my mental shift: I’m home now, it’s time to focus on my personal life.”

Practical self-care practices for mental health professionals during the work day

Self-care doesn’t have to wait until after work. Small moments throughout the day, like stretching between sessions, taking deep breaths, and stepping outside for a few minutes can help maintain energy and focus. Even something as simple as having a mindful moment between clients can reset your nervous system, keeping you present and engaged.

I know, it’s easy to resort to doomscrolling on your phone, but when was the last time you finished that and felt better? Here are some alternate ideas for workplace self-care strategies:

1. Deep breathing exercises – Try box breathing (inhale for 4, hold for 4, exhale for 4, hold for 4).
2. Progressive muscle relaxation – Tense and relax different muscle groups to release tension.
3. Grounding techniques – Use the 5-4-3-2-1 method to refocus on the present moment.
4. Desk stretches – Stretch your neck, shoulders, and wrists to release tension.
5. Take a short walk – Even a quick lap around the office or outside can help reset your mind.
6. Watch a short funny video or share a joke with a coworker. (I am totally guilty of watching a Nate Bargatze stand up show in between sessions before when in need of a “palate cleanser”)
7. Organize your workspace – A clutter-free desk helps reduce mental clutter.
8. Prioritize tasks – Use the Eisenhower Matrix (urgent vs. important) to reduce overwhelm.
9. Take a nap—I’m convinced that at some point every therapist has taken a nap on their couch.

During the podcast episode, Taylor added:

“Sometimes we overcomplicate self-care. At its core, it’s about basic human needs—eating meals, sleeping, drinking water, moving your body. These things feel like givens, so we devalue them, but they’re essential. During my day, I make sure I have snacks, I drink water, and I pay attention to what I need between sessions. If I feel social, I chat with coworkers. If I need to decompress, I stretch or meditate.”

When Self-Care Means Quitting your Job

Not all burnout is personal—sometimes, it’s the environment.

Signs it’s time to leave your job as an act of self care.

 If a workplace demands endless emotional labor without proper support, no amount of self-care will be enough. In some cases, the best self-care decision may be to seek a setting that truly values and supports your well-being.

Work-Life Balance and Setting Boundaries for Therapists

When I was younger, work-life balance to me meant working long hours, hustling to make enough money for big trips and taking PTO whenever I could. It felt like self-care in those moments was a one-off event, something that was planned in big bursts, like a vacation or a weekend getaway.

Now, as a parent, work-life balance has taken on a whole new meaning. It’s about scheduling my time around my daughter’s soccer games or my son’s daycare breaks. It’s no longer about sprinting to make a big event happen but finding a rhythm that works day to day. It’s more like a marathon now,  sustaining a better pace so that I can show up for my family while still doing what I love professionally. Work-life balance and setting boundaries in my own therapy practice looks like:

• Having firm boundaries on when I’m done with work (not feeling pressured to work until 8pm at night or come in on my day off)
• Keeping work calls and emails to business hours, and not feeling like I need to answer on weekends or when I’m on PTO)
• Not giving my personal contact information out to clients
• Being intentional and choosy about the clients that I see (sticking to my niche)
• Having coworkers I know that I can reach out to for consultation or venting
• Having the flexibility to adjust my work hours or session times to better fit with my life.
• Feeling supported by my boss and my employer to do these things.

Leaning on Support Systems

We preach the importance of support to our clients, but let’s not forget that we need it just as much. Having a therapist, peer consultation group, or trusted colleagues to debrief with can make all the difference when experiencing work stress and burn-out. Processing our own stressors in a safe space allows us to return to our work with clarity, perspective, and renewed energy. This is one of the things I love about being a group supervisor—getting to create a supportive space where we can lean on one another.

Conclusion

Taking care of yourself isn’t just about feeling better—it directly impacts the quality of care you provide. By making self-care and work-life balance a priority, we model healthy habits for our clients and create a career that is sustainable, fulfilling, and grounded in well-being.

Bottomline: therapy is a part of what you do, but it is not your entire identity. Be sure to dedicate time to things that you enjoy and bring you more balance.

Ready to dive in deeper? Listen to the whole podcast here.

Podcast Transcript:

Miranda: Welcome to the Therapist Thrival Guide! My name is Miranda. I’m a licensed clinical social worker, and I’m here with Shelby and Taylor. Today, we are talking all about self-care.

This might be a topic where you’re thinking, I’ve already learned about self-care, but we have so much great information for you—so many tips, so many warning signs—all the things. We’re going to jump right in, but first, I want Shelby and Taylor to introduce themselves. Shelby, do you want to go first?

Shelby: Sure! My name is Shelby Finley. I’m a licensed professional counselor in Missouri and a licensed clinical professional counselor in Kansas. I’m the clinic director for the Kansas City locations for Ellie. We have three locations in this area.

Part of the reason I joined Ellie was to take better care of therapists. I’m really excited to talk about self-care because, as a company, I kept wondering how we can truly pour into therapists. From there, it became about encouraging therapists to take care of themselves, which is why I brought Taylor on—to talk more about what self-care looks like for a therapist.

Taylor: My name is Taylor Magruder. I’m a provisionally licensed professional counselor in Missouri, and I’m a therapist at the Kansas City Stateline location. I work with adults (18 and up) on issues like anxiety, depression, ADHD, PTSD—all those kinds of things.

Miranda: Awesome. This topic is so important, especially this time of year. We just went through a lot of election stress with clients, and now we’re moving into seasonal affective disorder season.

As helpers, we go through our own struggles, but we’re also expected to show up for clients. Sometimes, we neglect ourselves and try to continually pour from a cup that isn’t being refilled. I’m so excited to talk about this because even if you’re listening and thinking, Don’t worry, I take bubble baths when I’m stressed or I go for a run after a hard day—great! But there’s always room for improvement when it comes to self-care, not just for ourselves, but for our families, our clients, and our employees. It’s absolutely crucial.

So, where do you want to start, Taylor? Do you want to dive into how to recognize when you need self-care? What are the warning signs of burnout?

Taylor: First off, I think it’s so funny that you mentioned self-care isn’t just bubble baths. That was literally one of the first things I wrote down when I was thinking about this! What self-care is not.

Bubble baths and face masks can be part of physical self-care, but it’s not limited to that. For me, when I’m approaching burnout or not taking care of myself as well as I should, my texts and emails start to pile up. I become a little avoidant. My to-do list gets longer, and I start feeling overwhelmed and resentful—kind of a woe is me mentality.

At some point, I have to stop and ask myself, What role am I playing in this feeling? Where am I not setting boundaries? Because even though I become avoidant, I’m also lacking boundaries and not being mindful about what I can realistically take on.

Miranda: When you say lacking boundaries, what do you mean?

Taylor: A lot of it is about saying no—to social invitations if I don’t have the energy, to clients who want to schedule more often than I have availability, or to requests that stretch me too thin.

I was telling Shelby that my own therapist has a pretty limited schedule, and in the past, it’s been tempting to schedule my clients during that time instead of prioritizing my own sessions. Eventually, I had to realize, This isn’t sustainable. If I keep making space for others but not for myself, something is off.

Miranda: That’s such a good point. When we talk about boundaries as therapists, I often think about how we tend to overextend ourselves for clients. I was talking to a supervisee recently, and he mentioned giving out his personal phone number to clients.

I get that he cares deeply and wants to be there for them, but I also want to make sure he’s protecting his own boundaries. One of the fastest ways to burn out is getting texts from clients at 10 or 11 p.m. saying they’re in crisis. Of course, we want to show up for our clients, but we also need to acknowledge that if we’re constantly on call, we’re going to end up exhausted, resentful, and unable to be effective.

Shelby: Exactly. There are two big reasons why holding that boundary is important. First, you’re taking care of yourself. Second, as therapists, we’re not supposed to create dependency in our clients.

If a client can only turn to you at 10 or 11 p.m., that’s a sign they need to build a stronger support system. Who else can they turn to? What natural resources do they have? They need to start growing their network, because as much as we care, we can’t be that one person forever. And like you said, Miranda, even on days off, if you get a text from a client, it suddenly feels like work is infringing on your personal time.

For me, not giving clients my personal number is a hard boundary. Everyone’s boundaries look different, but if someone is comfortable with that, I hope they have other boundaries in place to protect their well-being.

Miranda: Absolutely. When I think back to the most burnt out, unhappy, and anxious I’ve ever been in my career, it was right after undergrad when I worked as a case manager. We didn’t have work cell phones—we used Google Voice numbers that went straight to our personal phones.

To this day, I still have a visceral response when Thanksgiving rolls around because I remember three Thanksgivings in a row where I got crisis calls on my Google Voice number, which rang directly to my personal phone.

When I left that job, I promised myself I would never blur that boundary again. I need to be off the clock and unreachable sometimes. That’s why crisis care exists. As outpatient therapists, we’re not crisis responders, and we shouldn’t be expected to be.

Shelby, I love the point you made about making sure clients have a broader support system so they’re not always relying solely on their therapist.

Have either of you read Trauma Stewardship?

Shelby: Yes! I love it.

Taylor: Oh my gosh, me too! The author came to Kansas City a few years ago, and I got to meet her—she even signed my book. I was so excited.

I was just talking to a client about this book recently. I have a few clients in grad school training to become therapists, and I was telling them how Trauma Stewardship was life-changing for me. It breaks down secondary trauma, compassion fatigue, and burnout in such a powerful way.

Miranda: There’s one chapter I always recommend—even if you don’t read the rest of the book. It lists warning signs that you’re not being an effective therapist anymore because of secondary traumatic stress, compassion fatigue, or burnout.

The first time I read that chapter, I felt so called out. I recognized the avoidance you mentioned, Taylor. I also saw that sense of grandiosity—the belief that I’m the only one who can help these clients. That’s never true.

One of the biggest warning signs for me was a loss of creativity. When I stop painting, writing, or being creative in my personal life, it’s a red flag that I’m getting overwhelmed professionally. That book really helped me recognize my own warning signs and take action before I hit burnout.

I think it’s crucial to know your own warning signs and communicate them—to your partner, to your colleagues. I tell my coworkers, If you notice I’m buried in emails or staying late past the time I said I’d stop seeing clients, call me out. Because usually, that means I’m blurring boundaries or not prioritizing myself.

What other warning signs have you both noticed in yourselves?

Shelby: So I think something that I have to own is that some of my warning signs are embarrassing and disheartening to acknowledge. The fact that I don’t want to do things I normally enjoy, that I’m not seeing my friends as often, or even as a leader, when someone comes to me with a problem and my response is just “okay”—that’s minimizing. And I’m not proud of that. That’s a warning sign for me. When I don’t have as much empathy as I’d like or as much to give, I know I need to start pouring into myself. Because at that point, it’s not just impacting me—it’s impacting my team members, their clients, and it creates a trickle effect.

As a leader, it’s important to pour into yourself and also model self-care. Recently, I took a self-care day and told my team, “Hey guys, I’ve had a lot going on, so I’m taking a self-care day. Here’s who you can contact if you need anything while I step back.” I was grateful when my team responded with support, saying they were glad I was taking time for myself. That feedback meant a lot. I want my team to know I’m taking a step back for my well-being because modeling that is important. We all have crummy warning signs sometimes, and we have to own them. If someone brings a problem to me and I respond with “okay,” that’s a sign I need to check myself.

Miranda: Oh my gosh, that’s such a good example. I can think of times when I’ve done the same thing with my spouse. He comes home and says, “I had a bad day at work,” and I’m like, “Bet you didn’t have to make a CPS report today.” I’m so guilty of that.

Shelby: Same! When I worked in crisis, someone would say, “My boyfriend broke up with me,” and I’d think, “Yeah, but you’re not hospitalized, so keep going, sis.” That’s such a crummy response.

Miranda: Minimizing is a real warning sign that if you’re not taking care of yourself, you can’t have empathy for others. We need to be able to sit with someone struggling with a breakup and validate their pain just as much as we do for those in more immediate crisis.

Taylor: So what do you two do for self-care?

Taylor: Self-care is preventative, constant, and non-optional. It’s not just something to do when you’re burned out—it’s something to do all the time. For me, I have a ritual when I get home from work. I don’t do these things because I need them that day; I do them because I need them consistently. When I get home, I stretch for five to ten minutes. If I have more time, I’ll do a dance workout because I genuinely enjoy it. I danced growing up, and I realized I wasn’t feeling motivated by traditional workouts. But with dance workouts, I focus on the choreography, and it’s fun. At the least, I move my body in some way because we sit all day, and I need to reconnect with myself.

Miranda: Where do you find these dance workouts? Because I love this idea. Dancing is so good for mental health.

Taylor: I use Apple Fitness Plus. They have choreographed dance workouts, which I love because I get really into perfecting the moves. If I’m short on time, I’ll just put on my favorite pop songs, grab the TV remote, and dance around my living room.

Miranda: Full-on Lizzie McGuire moment.

Taylor: Exactly! My dog hates it, but I have fun.

Shelby: He’s getting a free concert—what’s his problem?

Taylor: Right?! I sing to him, and he just looks at me with his ears down.

Shelby: My after-work ritual is working out. If I sit on my couch, I’m not getting up again. So I take my dog for a walk as soon as I get home, then I change into gym clothes. If I put the effort into dressing for the gym, I’ll actually go. Another thing I do is check in with myself: Do I need people today, or do I need alone time? Some days, I’m all about socializing; other days, I just need quiet. I’ve even started doing diamond painting as a solo activity—it’s been fun making little gifts for my nieces and nephews.

Miranda: I get that. I’m an outgoing introvert. I like being around people, but I also need alone time to recharge. When I worked in child protection, I had a long drive home, and I didn’t realize how much that decompression time helped me until COVID hit. Suddenly, I was home all the time, surrounded by people, and I struggled. That’s actually why I got a dog—having a reason to take walks really helped. Even now, if I have a stressful day, I make sure to take a quick walk around the block. Just getting fresh air and sunlight can make a huge difference.

Shelby: That’s such a good point. We’ve talked a lot about self-care after work, but what about during the workday? Taylor, how do you handle those seven-session days?

Taylor: Sometimes we overcomplicate self-care. At its core, it’s about basic human needs—eating meals, sleeping, drinking water, moving your body. These things feel like givens, so we devalue them, but they’re essential. During my day, I make sure I have snacks, I drink water, and I pay attention to what I need between sessions. If I feel social, I chat with coworkers. If I need to decompress, I stretch or meditate. My physical therapist gave me shoulder exercises, and I make sure to do them because I carry so much tension there.

Shelby: Finding those little “work perks” is key. One of ours is having comfy couches in our offices. I went to a self-care CEU event recently, and they normalized things like turning off the lights and resting between sessions. At my first therapy job, I was scared to do that, but my supervisor told me, “You have 20 minutes before your next session—use it to reset.” That advice stuck with me, and now I encourage my team to do the same. If taking a quick break helps you show up fully for your next client, it’s worth it.

Miranda: Exactly. Self-care isn’t just about time off—it’s about what we do daily to sustain ourselves.

Taylor: So I’ve been like, okay, let’s turn this into something productive. Now when I get to this one stoplight, where I have service again, I can listen to music or call someone. I take those first few minutes to just decompress.

Miranda: Shelby, you made me think of a couple of different things, but that decompression time—yes, it’s so crucial. For me, in that job I was in, it was necessary. But also, let’s normalize not staying in jobs that require so much more self-care. Yes, we should be taking care of ourselves, but before I came to LA, I had so many jobs that took so much out of me.

And I think for those jobs, a long drive was really helpful because I needed that separation way more than I do now. Yes, self-care is crucial for any helping profession, but no amount of self-care is going to make a toxic job not suck. If you’re in a work environment where you’re not appreciated, underpaid, or just completely drained, self-care alone won’t fix that.

Also, let’s call out that changing jobs can be an act of self-care. You are a highly skilled, highly educated professional, and you deserve a job that prioritizes your mental health too. That’s crucial.

This is going to sound backwards, but I don’t need as much self-care as I used to in those really bad jobs—because being in a job that I love is also a form of self-care. That’s just super important, and it does exist for people.

Shelby: I think you bring up a good point. With clients, we give them all these coping skills, and they tell us they’re using them—but they’re still struggling. At some point, we have to ask: Okay, maybe it’s not you. Maybe it’s the relationship. Maybe it’s the job. Maybe it’s the city.

I remember my first job in community mental health. It was a 40-hour-a-week job, seeing clients back to back. And if you weren’t with a client, you were expected to jump into a group to hit your productivity. It was just constant. I was exhausted. It was the first job I had when I moved to Kansas City, and I wasn’t making any friends because I was so drained all weekend.

I realized, This is not sustainable. I didn’t know anyone in the city. I was lonely, but I didn’t have the energy to meet people. Eventually, I moved into a leadership role that gave me more capacity to pour into myself, but that initial experience really showed me the importance of environment.

Miranda: I think you’re right. At some point, you have to ask yourself: Is it that I’m not taking care of myself, or is my environment just not set up for me to thrive? And if it’s the latter, what needs to change?

So, Shelby, you mentioned the ProQOL—did I say that right?

Shelby: Yeah, that’s how I say it.

Miranda: Could you give a little background? You started talking about how this is a tool you use with the therapists who work for you. Can you tell me more about the ProQOL and how you actually use it?

Shelby: Yeah! So, it’s the Professional Quality of Life survey, and it measures three things: burnout, compassion fatigue, and secondary trauma.

I think it’s great—it’s somewhere between 20 and 40 questions. People can take it online quickly or print it out, score themselves, and see where they’re at in those three areas.

Something we’ve all been saying, but maybe not explicitly calling out, is that we have to keep assessing ourselves. Just like our clients need to check in on their mental health, we, as therapists, have to do it even more. If we’re not taking care of ourselves, it trickles down.

This survey is a great way for me, as a leader, to encourage my team to check in. I send it out once a quarter via email, with both a printable version and a link to take it online. I don’t ask them to share their scores, but I let them know: If you want to talk, I’m here.

Therapists often prioritize everyone else over themselves, and I see it as my responsibility to make sure they’re checking in on themselves. Honestly, I can’t even remember where I first learned about the ProQOL, but it’s stuck with me as a leader.

Some therapists have even shared with me, Hey, since coming to LA, my compassion fatigue score has dropped five points. That’s when I know the change in environment was what they really needed.

Miranda: We’ll share a link to the ProQOL in the description. I think everyone listening should take it—just as a self-inventory to check in with yourself.

Maybe you’re recognizing some warning signs in yourself. Maybe you’re realizing you’re more burned out than you thought. Having an assessment like this can be so valuable.

Are there any other tools you all use to encourage therapists to take care of themselves? Or things you’re doing for your clients—or even yourself?

Taylor: There’s this app that one of my clients told me about called How We Feel. The whole purpose is to track your emotions, practice identifying them, and become more aware of them overall.

You can set it to send reminders however often you want. I have mine set for twice a day—just a little check-in. It asks, How are you feeling? Then it gives you a list of emotions, complete with definitions, which I love.

I think we often overgeneralize—I feel stressed. I feel overwhelmed. But why do you feel that way? Breaking it down into more specific emotions helps you understand what you actually need.

The app also provides coping skills and emotion education videos, and it’s completely free—no subscription or anything.

A lot of my clients love data, so they like that the app has an analysis section where it tracks trends. You can journal a little when you check in, noting who you’re with, where you are, and what you’re doing. It even connects to a Fitbit or a cycle-tracking app.

Over time, it shows patterns—like, Why am I marking myself as anxious every morning? What’s going on then? That insight can be really helpful. Honestly, almost all of my clients who’ve tried it have loved it.

Miranda: That’s really cool. I’ll include a link to that as well. Anytime we find resources that work for clients, that’s great—but when they help us gain more insight into ourselves, that’s even better.

Any last thoughts before we wrap up?

Shelby: The biggest rule—it can’t be said enough—is that every good therapist should have a therapist.

It’s like personal training. You might know how to work out, but a personal trainer keeps you accountable. I always have a gym buddy—if I don’t, I’ll make excuses. But if someone’s waiting for me? I’ll show up.

It’s the same with therapy. Even if you’re just checking in biweekly or monthly, having someone to hold you accountable for your self-care is invaluable. I’ve had clients come in just for that—a check-in buddy to say, Hey, are you actually taking care of yourself?

What we do is really hard. It’s also really unique. I think about some of my days and realize, No one else had that kind of conversation at work today—but I had it twice.

We do such a challenging job. We pour into others all day long, so we have to double down on how we pour into ourselves.

Miranda: Thank you so much for joining. This has been such a great episode—I’ve gotten so many good ideas, and it’s been a great reminder of how I can better check in with my supervisees.

Thank you both for being here, and thanks to everyone for listening!

Shelby: Thanks for the invite—we appreciate it!

The post Self-Care for Therapists: Proven Strategies to Manage Work Stress and Prevent Burnout appeared first on Ellie Mental Health, PLLP.

Burnout: When Your Brain Waves a White Flag

Burnout is what happens when stress overstays its welcome. It’s that state of emotional, physical, and mental exhaustion that makes you wonder if you should quit your job and go work at an ice cream shop instead (when I was dealing with burn-out, that was my fantasy).

Signs You Might Be Burnt Out:

• You’re always tired, no matter how much sleep you get
• You find yourself thinking, Does anything I do even matter?
• Your patience is wearing very thin (with clients, colleagues, loved ones, or even strangers on the road)
• You’re mentally checking out, even in sessions you used to enjoy
• The idea of answering another email makes you want to cry (so you avoid avoid avoid)

How to Fight Burnout:

Set Boundaries Like Your Sanity Depends on It (Because It Does)

Work ends at a certain time? Stick to it. Clients emailing you at midnight? They can wait.

Find Joy Outside of Work

What did you like to do before you became a therapist? Do more of that. How would you spend your time if you didn’t have to work anymore? Try to incorporate more of those things.

Talk It Out

Supervision, therapy, or venting to a trusted colleague can help you process what’s draining you.

Reassess Workload & Expectations

If you’re drowning, it’s okay to ask for a life raft. Ask your boss to help you prioritize, let them know you’re struggling, and see if some of your tasks can be delegated.

Compassion Fatigue: When Caring Feels Like Too Much

Compassion fatigue is like empathy burnout. You still care, but you’re so emotionally drained that caring feels like an Olympic sport you didn’t sign up for.

Signs You Might Be Experiencing Compassion Fatigue:

• You feel emotionally drained after listening to clients’ struggles
• You’re running on autopilot and feeling disconnected from your work
• Your ability to empathize is… well, not what it used to be
• You feel more irritable, cynical, or just over it
• You need extra time to emotionally recover from tough cases

How to Combat Compassion Fatigue (Without Becoming a Robot):

1. Check In With Yourself: How are you doing? No, really. When’s the last time you actually asked yourself that? If you need some extra help, take the ProQOL assessment.
2. Make Space for Reflection: Whether it’s journaling, mindfulness, or talking it out with a friend, process your emotions instead of bottling them up.
3. Balance Your Caseload: If possible, mix in less emotionally intense cases with the heavy ones. It’s tough to do back to back to back trauma processing cases some days.
4. Surround Yourself with Support: Find your therapist friends, commiserate, and remind each other that you’re doing great (even when it doesn’t feel like it). If you’re in this alone, consider joining a Facebook community—or better yet, join an Ellie Mental Health group practice.

Secondary Traumatic Stress (STS): When Clients’ Trauma Feels Like Your Own

STS happens when you’re exposed to clients’ trauma so much that your brain starts treating it like your trauma. It’s like emotional secondhand smoke— still harmful, even if you’re not the one directly experiencing it.

One of our Ellie therapists just joined our podcast recently to discuss her experience with secondary traumatic stress, how it was different than burnout and compassion fatigue, and how she was finally able to move forward and heal. Listen here:

Signs You Might Be Experiencing STS:

• You’re having intrusive thoughts or distressing dreams about clients’ experiences
• You feel emotionally numb or disconnected from reality
• You avoid certain cases, conversations, or topics because they feel too triggering
• You’re hypervigilant, anxious, or having trouble sleeping
• Your body is reacting—headaches, muscle tension, nausea—all the fun stuff

How to Manage STS (Without Quitting Therapy Forever):

1. Set Emotional Boundaries: You can care without carrying every client’s trauma like it’s your own personal baggage.
2. Supervision is Your Friend: Regularly talk through tough cases with someone who gets it.
3. Educate Yourself on Trauma Responses: Understanding your own reactions can help you navigate them better. One of the most helpful, influential books I’ve read on this topic was Trauma Stewardship—highly recommend!

Taking Care of Yourself Isn’t Optional

Therapists are human first. This job is a part of us, but it is not our full identity. Burnout, compassion fatigue, and STS are real, but they’re also manageable when we prioritize ourselves the way we prioritize our clients. Set boundaries, take breaks, and remind yourself that taking care of you is what allows you to take care of others. Self-care isn’t selfish—it’s essential.

Listen to our full episode about self care as therapists here:

The post Burnout, Secondary Traumatic Stress, and Compassion Fatigue in Helping Professions appeared first on Ellie Mental Health, PLLP.

ACT, pronounced as a single word, rather than an acronym, offers a unique blend of behavioral and mindfulness-based techniques. The core objective of ACT is to help individuals lead richer, more meaningful lives by aligning their actions with their values, while also accepting the challenges and difficulties that are an inherent part of the human experience. This acceptance fosters psychological flexibility, a critical factor in maintaining mental well-being.

Whether you’re a seasoned clinician seeking to expand your therapeutic arsenal or someone curious about contemporary mental health treatments, understanding ACT can provide valuable insights. Let’s dive into what makes ACT a compelling choice for both therapists and clients alike.

What is ACT?

Acceptance and Commitment Therapy, or ACT, is a form of psychotherapy that emerged from the third wave of cognitive behavioral therapy (CBT). According to Michael, ACT is “about helping people to live a richer, more meaningful life based on what they value while also navigating and accepting all the difficult situations that we inevitably go through as human beings.”

ACT doesn’t just aim to reduce symptoms like anxiety or depression. Instead, it focuses on helping clients engage in value-based behaviors, even when they’re experiencing difficult emotions.

Six Core Processes of ACT

ACT operates on six core principles, which together help to develop something called psychological flexibility. Here’s a look at these principles and how you can integrate them into your practice:

1. Acceptance

ACT encourages clients to accept their internal and external realities. As Michael explains, “Acceptance is about acknowledging… not necessarily liking or wanting, but acknowledging reality as it is.”

2. Cognitive Defusion

This process helps clients detach from harmful or unhelpful thoughts. As Allison highlights, it’s about recognizing, “I notice I’m having the thought that I’m worthless,” rather than believing and identifying with that thought.

3. Being Present

Mindfulness is key in ACT. According to Michael, the goal is to be aware of the present moment, including one’s own thoughts and feelings, rather than losing oneself in the past or future.

4. Self as Context

This principle helps clients see themselves as more than their thoughts or feelings. Michael refers to this as fostering an “observational self,” allowing a person to step back and view their experiences without over-identifying with them.

 5. Values

Identifying values is central to ACT. The idea is to find out what truly matters to the client. As Allison puts it, “If I really value honesty, how can I live that out through my behaviors every single day?”

6. Committed Action

Finally, ACT focuses on helping clients take actionable steps towards their values, even when it’s uncomfortable. Michael suggests encouraging clients to ask themselves, “How do you want to show up in your situations?” and take small, committed actions towards that.

Keep in mind that each of these processes do not act as steps—they are not something you do in chronological order. Instead, you are learning and integrating it together.

Practical Tips for Therapists

If you’re considering incorporating ACT into your practice, here are some practical tips based on Michael and Allison’s insights:

Start with Values

Begin sessions by exploring what matters most to your clients. Michael says he often uses values work as an entry point because it’s accessible and immediately relevant.

Incorporate Mindfulness

Both Michael and Allison utilize mindfulness exercises in their sessions. Allison recommends the “dropping anchor” exercise, which helps clients ground themselves during emotional storms. You can also use simple breathing techniques such as 4-7-8 breathing or square breathing.

Use Experiential Exercises

ACT is very hands-on. Include exercises that require clients to engage with their thoughts and emotions directly. The Happiness Trap by Russ Harris is filled with practical exercises you can incorporate into your sessions.

Teach Cognitive Defusion

Help clients detach from unhelpful thoughts by using defusion techniques. Encourage them to phrase their thoughts differently—”I’m having the thought that…” instead of accepting negative thoughts as truths.

Model ACT Principles

Model the principles of ACT during your sessions. Allison mentions using language that normalizes clients’ experiences: “Hey, I’m noticing this. What are you noticing in your body?”

Encourage Committed Action

Help clients take small steps towards their values. As Michael points out, committed action might be as simple as deciding to read a chapter from a helpful book you’ve recommended.

Utilize Metaphors

Michael believes in the power of metaphors to convey complex ideas simply. Whether you compare the mind to the sky with emotions as passing weather or use the Hexaflex model’s interconnected processes, metaphors can make ACT concepts more relatable.

Applying ACT in Your Practice

Getting started with ACT doesn’t require an expensive certification. Here’s some advice from Allison and Michael on how you can begin to integrate ACT into your therapy practice:

Self-Education

“Just start doing your research. Listen to podcasts about it. Pick up some of the books,” suggests Allison. She encourages therapists to start implementing what they learn in their own lives first, to see what resonates with them.

Practice Regularly

ACT is about doing rather than just talking. Michael emphasizes, “It’s really more of an experiential kind of therapy. It’s a lot more active.” Regularly practicing ACT principles, both personally and professionally, can help you become more comfortable and skilled in this modality.

Leverage Flexibility

One of the key strengths of ACT is its flexibility. “ACT literally meets clients where they’re at,” Allison explains. This allows you to tailor your approach to each client’s unique needs, whether they’re dealing with anxiety or navigating the complexities of a life transition.

Integrate with Other Modalities

ACT is versatile and can be blended with other therapeutic approaches. “I find myself using ACT a lot, but in conjunction with humanistic principles as well as compassion-focused therapy,” says Allison. This integrative approach allows for a richer, more nuanced therapeutic process. Allison also adds that she uses it with Accelerated Resolution Therapy and other modalities she’s trained in—even with couples’ work.

Use Tools and Worksheets

For those who are new to ACT, having concrete tools can be incredibly helpful. Allison recalls, “When I was first starting out as a therapist, I got the book “Act Made Simple” [by Russ Harris]. There are so many worksheets and different tools that go along with the various topics.” These can provide structure and guidance, especially useful for therapists in the early stages of incorporating ACT into their practice.

Encourage Client Engagement

Actively involving clients in their treatment can significantly enhance the therapy process. Michael advises, “Help clients design and find pockets for practicing mindfulness and self-talk.” Whether it’s suggesting mindfulness exercises to do in the car or recommending books for further reading, giving clients actionable steps can deepen their engagement.

Recommended Resources

Allison and Michael recommend several resources for getting started with ACT:

– Books: “ACT Made Simple” by Russ Harris is a comprehensive guide that therapists can use as a therapist’s manual. “The Happiness Trap,” also by Russ Harris, is designed for both therapists and the general public, providing exercises and insights that can be applied in therapeutic settings and in everyday life.

– Online Courses and Trainings: There are many courses available online that can deepen your understanding of ACT. Michael mentioned a course by Russ Harris that he found particularly beneficial.

– Podcasts and Webinars: Listening to podcasts or attending webinars can provide ongoing education and insights into how other therapists are applying ACT principles.

Final Thoughts

ACT offers a unique and effective way to help clients navigate their mental health challenges by focusing on values and committed action. By leveraging acceptance and mindfulness, therapists can guide clients to become more psychologically flexible and live more meaningful lives.

Listen to the podcast:

YouTube

Spotify

Apple Podcasts

The post Thriving with ACT: Practical Tips for Therapists on Acceptance and Commitment Therapy appeared first on Ellie Mental Health, PLLP.

That’s where Ellie Mental Health fills the gap for business owners.

Similarly, most therapists believe there are two options when it comes to employment after graduate school: a large healthcare system or small private practice. Of course, they both have their pros and cons, but when I was a new therapist, it felt like I was constantly weighing my options and making trade-offs, like low compensation for comprehensive benefits. Or needing to work full time remote in order to have flexibility in my schedule.

I asked myself “but why do I have to choose?” and that is the same question that Erin Pash, LMFT had asked herself when she started Ellie Mental Health eight years ago. It has been her mission to fill the gaps in mental health care for clients and therapists, which now fills the gaps in the franchise community as well. 

How Ellie Mental Health is Different Than Other Clinic Settings

Here are some aspects that were important to me when I was searching for a job as a clinician, and where Ellie checked the boxes.

1. Small, locally owned clinics

Being a therapist on your own is tough. I wanted to work at a clinic with a strong sense of community and where I could build relationships with my colleagues. A supportive environment where therapists feel more connected to their colleagues and leads to better teamwork and collaboration. Clients benefit greatly when their therapist can consult on certain topics and learn from others.

Ellie could have expanded by corporately owning all their clinics, but Erin knew that what makes these clinics thrive and succeed is having passionate community members behind the scenes.

2. The larger franchise system that handles the insurance credentialling, billing and marketing

I did not go into the mental health field to own my own business; I went into the field to help clients heal and thrive. I do my best work as a therapist when I can focus on them, not the stressors of navigating insurance claims or running social media ads.

3. Benefits, including healthcare, PTO, free CEUs, and supervision

Before coming to Ellie, I was spending thousands of dollars per year on supervision and continuing education credits, all required by my licensing board. To find a company that offers a small, group practice feel with the benefits of a larger company is rare.

4. Flexibility in my schedule

This is important to me as a parent. Flexibility was not something I could find easily in large health systems or at a community health program. While I could have found flexibility in online therapy platforms, I knew that the compensation and client care was not prioritized. 

5. Unlimited growth potential and ways to diversify your career.

Ellie clinics provide opportunities for professional growth and advancement. Therapists have opportunities to take on leadership roles (did I mention the CEO is a clinician?!). On the flipside when I looked at small private practices, there were not opportunities for growth or to diversify my day-to-day through supervision or content creation.

Ellie is the Best of Both Worlds

Overall, I have found that by working for Ellie—a locally-owned mental health clinic with a larger franchise system behind it—I do not need to sacrifice flexibility for poor compensation and I can find the best of both worlds with opportunities for close collaboration and personal growth.

As you are exploring franchise opportunities, I encourage you to ask yourself about the options you’re weighing and the trade-offs that you might be making in your mind. Are you looking for something that is a viable business option or that serves your community in a meaningful way? You might ask the same question that I did: “but why do I have to choose?” With Ellie, we don’t think you have to.   

So, if you’re looking for a business opportunity with heart and purpose, look no further!

The post How Ellie Mental Health Fills the Gaps for Therapists, Clients, and Franchise Owners appeared first on Ellie Mental Health, PLLP.

Welcome to a brand new series we’re calling “The Heart of Ellie.” As Ellie grows and evolves, we stay grounded in the values and spirit that define us. That’s why we’re chatting with some of our early employees, asking them to help us understand and put words to the magic of Ellie. We’re going to be sharing those conversations with you as a way of honoring and preserving the Heart of Ellie.

Erin Opoku’s introduction to Ellie Mental Health went a little something like this:

“I went to grad school with Erin Pash (Ellie’s founder),” Erin O. explained. “And if you’ve met Erin, as soon as she has a vision in mind, she goes and she’s running for it. I love that.”

It wasn’t long before Erin O joined Ellie as one of its first five clinicians, becoming a part of the small, spunky squad that made up Ellie’s roots- a squad that felt different from any workplace Erin had been in before. Even in those early days, Ellie’s values of authenticity and acceptance rang true.

“The times that we weren’t in session with clients, we were pretty close knit- we were all very authentic, human, and accepting the differences between us.”

“I knew that all the colleagues that I had around me respected me, cared for me, knew bits and pieces of my life of what was going on,” Erin recalls. “They were really a work family.”

Erin fondly remembers how one of Ellie’s core values – humor – seeped into even the most mundane of their daily operations. “We would cry-laugh in the middle of team meetings,” she said, chuckling at the memory. “There’s not a lot of that normally happening in big corporate business.” 

Humor, Erin argues, is a survival tool of sorts for therapists, a unique quirk nurtured by the sometimes heavy nature of their work. “Therapists have very unique senses of humor because of what we hear on a day-to-day basis. We have to embrace that in order to get through some of the hard stuff that we hear.”

Humor wasn’t the only thing that made being a part of Ellie’s mission so compelling to Erin. They were also deeply determined to break the stigma surrounding mental health in their community.

“It was like, ‘Let’s talk about mental health. Let’s get it out there. Let’s make it a thing that doesn’t have shame behind it,’” Erin reflected.

Erin eventually became a clinic director at Ellie’s Mendota Heights location, and it was there that the impact of what Ellie was doing really hit her.

“I think about the moment that I became a clinic director. I was meeting my new team, and I was sitting in a room of brand new therapists that were gonna be my humans to oversee.

In that moment, I was able to recognize how diverse and beautiful and knowledgeable that team was- to go, “We’re gonna be able to really touch this community.” Being able to see those therapists start to collaborate, start to talk about how they can support each other in their own practice was that moment for me to go, “Wow, we’re doing it.”

Keeping Ellie’s culture firmly intact has always been a priority for Erin, one that she takes seriously when considering new team members.  “Even now in leadership, when I’m hiring and looking for other clinic directors to lead other groups of therapists, that’s what I look for,” Erin shared, “Like, ‘how do you embody these pieces of how we built Ellie? Because I know that if you can identify those within yourself, you’ll find a good fit here.”

Looking for your dream job? Visit our careers page and find the perfect fit at a location near you!

And when it comes to the growth happening at Ellie, Erin feels it was inevitable.

“I think I go back to what our mission really is-  making sure that great services are obtainable by anyone that needs it,” she shared. “That means we continue creating locations that are accessible. Making sure that we have therapists that are diverse and understand equity and inclusion. Making sure that we hire therapists who know their community, understand their community, and know the resources in their community.

I love that we’ve been able to connect with other communities out there and with business owners that have as strong of a passion to support their community- in a sense, I don’t feel like the mission has really ever changed.

For us to be able to find like-minded, passionate humans in those communities- it’s a no-brainer, right? That is the move that we needed to make. “

Looking ahead, Erin addresses a concern that some have expressed, a worry that Ellie might be “selling out” or “losing their way.” The heart of this concern often comes from a place of fear that Ellie’s growth could dilute the special culture and clinician-first priorities that make Ellie unique. While Erin understands and validates those worries, she pushes back on them, too.

The introduction of franchising, Erin argues, isn’t a deviation from core values but a way to live them out more fully.

“In graduate school, many of us were led to believe that private practice was the only ‘right’ way. But the reality is, there’s an array of practices and avenues we can utilize with our master’s degree. By adopting a franchise model, we’re able to maintain the benefits of private practice while taking advantage of the expanded impact of a larger organization,” Erin explains. “Ellie lives in this ‘gray’ area.”

As Erin Opoku sees it, the “Heart of Ellie” has remained consistent from its early days throughout its evolution. The organization’s mission, core values, and commitment to breaking down barriers in mental health care have guided its journey — and will continue to light the path ahead. Despite the changes and growth, the heart of Ellie beats as strong as ever, and its spirit remains unbroken.

The post The Heart of Ellie: Erin Opoku appeared first on Ellie Mental Health, PLLP.

On one end of the spectrum, some would claim that quiet quitting is the key to achieving the “elusive” work-life balance. Many people have experienced toxic workplaces and supervisors who expect their employees to sacrifice everything for their work. Excessive overtime, taking advantage of salary workers, requiring staff to work on holidays, not allowing paid vacations, and providing little to no benefits – these trends in the modern workplace have damaged employee morale and left people feeling chronically stressed, exhausted, and powerless. In these unhealthy work environments, people struggle to balance their mental health, self-worth, and familial obligations with their desire to perform well at work, pursue a career, and continue to pay the bills in a troubling economy.

For individuals who are burnt out and feel they have been mistreated, quiet quitting is an attractive solution to put food on the table and keep their current job without living under a cloud of chronic, debilitating stress. However, what many people don’t realize is that in the process of quiet quitting, they are still sacrificing their own needs and mental health in the process. They are choosing to continue working in an environment where they feel their only option is to simply get by. And in the process, they sacrifice their passion, their drive, their ambition, their creativity, and their sense of purpose – all of which could be better fostered and ignited in a healthier workplace.

How To Respond to Quiet Quitting in the Workplace

As a leader, supervisor, or business owner, you may have experienced quiet quitting in the workplace, and you might feel conflicted about how to respond. Should you turn a blind eye? Should you call out the employee, reprimand them, or even consider cutting ties? We encourage you to first react in a supportive manner, rather than a disciplinary one.

If someone feels they don’t want to give anything more to their employer, then there is a good chance something is missing in the culture of that organization. Many people have had extreme reactions to quiet quitting in the workplace, assuming that it is an act of laziness or self-entitlement. However, we ask that you look deeper into why quiet quitting happens and reflect on your company’s values, managerial styles, expectations, and treatment of your employees. Rather than looking for solutions on how to deal with an employee who is quiet quitting, you should instead consider how you can create a work environment that ignites passion in your team.

1. Create Balance

No one should feel like they need to work 60 hours a week or that they need to sacrifice their values, relationships, or sanity to keep a job. As a leader, you should be attentive to your employees’ boundaries. Everyone needs a good work-life balance. Listen to the concerns of your employees, understand that they need time to rest and recharge, and make it clear that you value their obligations and aspirations outside of work.

2. Offer Flexibility

Many employees who quiet quit are likely struggling to balance many important aspects of their life. They may feel that if they give too much of their passion to their career that they will be unable to give the same level of energy and attention to their significant other, kids, or friends. They may have a side job or other major aspirations outside of work they’ve longed to pursue. Or they may simply need more time and space to decompress, exercise, and improve their physical and mental health.

Flexibility gives your employees more choice in how they structure their life. This might look like letting your employees choose when they start in the morning, so they don’t need to stress about taking their kids to school or hitting the gym before work. If possible, you can consider a hybrid work environment – allowing your employees to choose if they’d like to work in the office, at home, or a combination of the two. By giving people the freedom to have a work situation that allows them to comfortably accommodate their personal needs, they will feel more empowered to give their best during the hours they are working.

3. Encourage Creativity

Creativity and passion go hand in hand. Your employees should feel empowered to bring their ideas forward — not because they feel pressured to but because they are genuinely invested in the work they do. Make an effort to let every member of your team know that their voice matters. This a great way to grow and inspire people in junior-level positions, and you might be surprised by the ideas and solutions they bring forth.

4. Seek Growth

When employees display their passion, creativity, and ambition to give more than the bare minimum in their work, they should be given opportunities to continue growing in their careers. Your employees are your biggest investment. You don’t want to just be a stepping stone that launches your employees into a new, better-paying career. By providing people with plenty of growth opportunities and being attentive to the unique strengths and potential each individual brings, you build the longevity and loyalty of your team.

Employee Mental Health Matters

Mental health can impact someone’s motivation, their creativity, and their work satisfaction. Even if you don’t overwork your employees and strive to treat them with the respect they deserve, if an employee has poor mental health, they may be more prone to burnout and see quiet quitting as a way out.

As an employer, it’s vital that you are aware of the impact of poor mental health in the workplace and that you create a work culture that openly destigmatizes and provides support for mental health issues. Failing to be proactive in this area can have many serious consequences for your employees and your business:

• You are likely to experience higher rates of absenteeism, shirking, and poor productivity
• A poor work environment or unaddressed mental health issues can increase turnover
• Prospective employees may turn away a job offer if they require mental health support
• Employees may be more likely to abuse substances, be suicidal, or display risky behavior
• Your employees may feel burnout, unmotivated, and unsure of how to move forward
• Poor mental health may lead to more conflict, bullying, discrimination, and workplace violence

Alternatively, if you have a vested interest in your employees’ mental health, their productivity will grow. And they’re more likely to stick with your company in the long run. While you may outwardly say you care about your employee’s mental health, we ask you to take a moment to take an introspective look at what resources and support you are providing to your employees.

If someone feels overwhelmed, have you created a work environment that encourages them to come forward and look for a solution? Or are they more likely to become burnt out – opening the door for quiet quitting or their actual resignation? Are there solutions and valuable resources in place when employees need time to refresh or take care of a serious mental health issue?

Of course, you can’t outright ask your employees about their mental health history. However, there are several ways you can provide a safe outlet for your employees to seek support for their mental health:

• Start the conversation: Don’t leave it up to your employees to be the first ones to bring up mental health. By openly talking about mental health in the workplace, you’ve made a major step in helping others feel comfortable when they’re struggling. This can be something as simple as acknowledging that mental health issues, burnout, and chronic workplace stress are serious while encouraging your employees to communicate if they need support. This could also mean highlighting employee assistance programs (EAPs) and making sure that employees know how to utilize these programs.
• Offer multiple options for disclosure: While you might be comfortable handling your employee’s mental health concerns, it’s very possible they might not feel comfortable disclosing them to you. It helps to have several leadership members, an HR individual, or an anonymous source people can go to when they need to talk.
• Minimize work stress and overload: Creating a less stressful work environment can go a long way in helping your employees feel passionate and engaged in their work. When an employee goes above and beyond, don’t “punish” them by adding more and more onto their plate. Instead, be realistic about what you expect from each individual in a workday. Rather than wait to see if they’ll crash and burn, provide them support before they reach their limit. People thrive and are able to exercise creativity in their roles when have the space to do so.
• Be attentive to conflict and harassment: If an employee is being harassed or bullied at work, they may not always be comfortable coming forward, or they may wonder if they’re just overexaggerating the situation. Educate your employees on what workplace harassment can look like, and make it clear that you do not tolerate that type of behavior. If an employee feels distressed or threatened, take their concerns seriously and quickly address the issue.
• Educate yourself and your staff: Do you know the signs of burnout? Do you understand the impact of imposter syndrome? Are you aware of the effect discrimination can have on employees? Do you know what to do in a mental health crisis? Invest in mental health training for you, your HR team, managers, and other leadership members so you can better identify when someone might be struggling and know the most effective way to respond.
• Consider providing better benefits: If an employee has a mental health issue, do they have the resources to see a therapist and get care? Poor health benefits can lead to more expenses and poorer outcomes for your employees in the long run. Apart from good health coverage, there are many types of mental health benefits you can look into to provide further support, including phone apps, access to remote mental health therapists through employee assistance programs, and support groups.

Navigating the Road Ahead

Striking the perfect balance between meeting your productivity goals and ensuring employee satisfaction can be an ongoing challenge for business owners. On one hand, you need to ensure you remain profitable to keep your business afloat. If you’re like many other business owners that have struggled financially following the pandemic, you may believe that you don’t have the time or resources to create the kind of work environment we’ve described here.

However, without addressing the root cause of quiet quitting, your business will only struggle more in the long run. High turnover rates, poor employee productivity, and unaddressed mental health issues are a recipe for tanking your profits and being in a constant state of reactivity.

Quiet quitting has been a painful topic for many business owners. And as anxiety, depression, and burnout have risen following the pandemic, you may feel like employee dissatisfaction is outside the realm of your control. However, there is still much you can do – even if they’re small steps — to improve morale, support your employees, and make changes to your company culture that will benefit your business in the long run.

Ellie Mental Health is passionate about inspiring current and future generations of professionals in the mental health field. Discover your next career as a therapist or ops member at Ellie.

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