Change. Stress. Uncertainty. They can all lead to heightened emotions at work. Here's how to help employees deal with them productively - without becoming their personal dumping ground:

Many of us wish we could live in more "precedented" times. Rapid social, cultural, and environmental upheaval worldwide places stress on everyone. Combine these events, which feel entirely out of our control, with the regular friction and upheavals of personal and professional life, and it's no wonder employees break down from time to time.

As a manager, you may not expect to help your teams handle tough emotions - but you may be the trusted person they turn to when one challenge becomes one too many. Here's how to help employees navigate choppy waters while staying afloat yourself.

Signs an Employee Is Nearing the Breaking Point

Can you spot an employee who's close to an emotional breakdown? Chances are you've seen some signs, even if you don't yet realize it. Common symptoms that can indicate an employee is struggling include:

• Increased instances of being late to work, missing work, or leaving work early.
• Extreme tiredness, which can indicate the employee has difficulty sleeping due to stress.
• Difficulty making decisions or staying focused.
• Changes in mood, especially seeming depressed, blank, or frustrated.
• Big shifts in performance that aren't explained by implementing newly learned skills. Be wary of large increases in performance as well as large drop-offs - they may indicate an employee is engaging in "workaholic" behavior to avoid facing an intensely stressful feeling or event.
• Signs of short temper, impatience, or irritability, especially when dealing with co-workers or sudden changes in workload or schedule.

Pay attention to office conversations as well. An employee's co-workers may notice changes before anyone else does.

How to Support Your Teams: Preventative Measures to Reduce Stress

The best way to deal with employees' emotional health is to support it, minimizing the risks of a breakdown. To help your teams reduce stress and stay on track:

• Use one-on-one check-ins to find out how your team is doing professionally and personally. Even ten minutes once a week can help.
• Communicate transparently but not overwhelmingly. Weekly emails that give an overview of the team's work can provide a sense of structure and control. Share information about organizational resources often to help your teams reach out when they need to.
• Engage in the self-care you wish to see on your teams. Employees follow their manager's lead. If you take your personal time and avoid coming to work while sick, they will as well -thus reducing their chances of hitting a crisis point while on the job.

These measures can help many team members maintain calm, but they won't work in times of extreme stress or unprecedented loss. Managers should also be prepared to respond to breakdowns.

What To Do When an Employee Crumbles

Every manager hopes they can help an employee before the storm hits. If you find yourself facing an employee in the midst of an emotional breakdown, however, keep the following tips in mind:

Breathe and calm yourself. Staying patient and kind in the moment is a must - and it's one of the hardest things to do if your emotions are already running high. Take deep breaths, count to ten, or use other strategies for maintaining your sense of calm. The calmer you can be, the easier it is for your employee to find their way back to solid ground.

On-site? Gently guide the employee to a quiet, private space. Nobody enjoys losing emotional control in public - and if an employee breaks down in front of clients or customers, the business's reputation could suffer as well. Help the employee reach a quiet, private space, like an unused office, where they can focus on regaining emotional stability.

Let the employee vent if they need to. Feeling an emotion is often the quickest way to ride the wave - the "peak" passes and the highly charged moment ebbs, allowing for clearer reflection. For some people, riding this peak means letting out their pent-up frustrations. If possible, let the employee vent for a bit, without tolerating hateful or threatening expressions.

Listen, but don't try to fix it. Acknowledge what the employee is saying: "I hear you," "That sounds tough." Ask genuine questions if they occur to you. Avoid the urge to give advice or quick-fix solutions, however, as they can easily come across as if you don't understand or care. Especially avoid cliche responses like "It'll all work out."

As the emotions ebb, ask what you can do to help. Ask what you personally can do to help. Ask how the team can help. If the employee seems at a loss, suggest concrete changes you can make to assist, like temporarily changing a schedule or shifting workloads. Wait until the end of the conversation to suggest any other available assistance, like employee counseling programs.

Finally, don't hesitate to turn to a staffing partner in times of workplace stress. Your recruiter can help you find the temporary, contract, or direct-to-hire talent you need to balance the workload - helping everyone on the team keep their emotional boats afloat, including yourself.