If someone cries at work, your instinct may be to ignore it or even to leave the room. But as a manager, it's important for you to make people feel comfortable with what is a normal biological response to stress, frustration, or sadness. Send the message that no one will lose credibility or be seen as less competent if they cry, regardless of gender. (When women cry, they're usually told to keep it together; when men do, they're congratulated for being brave or vulnerable.) Openly acknowledge that crying is a natural, healthy reaction. The next time someone cries, you can say, "Clearly, many of us feel strongly about this topic. It makes me feel like crying too!" You can even share an example of when you've cried at work. This will show your team that being vulnerable is OK, which increases feelings of trust and safety and gives implicit permission to anyone who might need to cry in the future.
Today’s and yesterday’s tips adapted from "Why Is Crying at Work Such a Big Deal?," by Jeneva Patterson
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