Workers operate in a near-constant state of fight-or-flight, a workplace mental health consultant told employers this week. Resilience has clear limits.
Kristin Tugman, who advises companies on health and productivity, said the cumulative stress of recent years has left employees in crisis fatigue. Many arrive at work already in survival mode, making it harder to recognize when performance issues stem from deeper struggles.
Performance problems may signal deeper issues
During a session at the Disability Management Employer Coalition’s annual conference in Nashville, Tugman urged managers to look beyond surface-level behavior. Depression, for instance, can appear as poor performance, leading to misdiagnosed disciplinary actions.
She provided a simple guideline: persistent underperformance from the start likely reflects a skills or motivation gap. When a high-performing employee suddenly falters, managers should investigate. “If you’ve got an employee who has been late since day one, missed deadlines since day one, it’s probably a performance issue,” Tugman said. “If someone who’s never missed a deadline starts missing them, that’s a red flag.”
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Teaching managers to recognize these patterns is important, especially as healthcare costs rise and mental health care remains inaccessible for many. The gap between need and access worsens the situation, making workplace support more necessary than ever.
Psychological safety starts small
While leadership sets the tone for workplace culture, Tugman noted that psychological safety doesn’t require major changes. Managers can build trust within their teams by checking in when something seems off—without jumping to conclusions.
“We also have an opportunity in our own small area to create psychological safety,” she said. That might mean pausing before disciplining an employee for lateness or disengagement and instead asking, “Is everything okay?”
The stakes are higher now. Workers aren’t just stressed—they’re exhausted from years of compounding crises. Employers who overlook this reality risk losing talent to burnout or missing signs of distress until it’s too late.
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The conference continues through Thursday at the Gaylord Opryland Resort, where sessions focus on disability management and employee well-being. Tugman’s message was clear: the old approach to workplace performance no longer works. The line between personal and professional struggles has blurred, and managers who don’t adjust may find themselves handling crises instead of productivity.
Companies that invest in mental health training and flexible policies might see short-term costs increase. The alternative—chronic absenteeism, high turnover, or workplace incidents—could be far more costly. Employers cannot afford to ignore the issue.
Signs of strain are visible. Tugman didn’t offer a quick solution, only a reminder: resilience isn’t endless. When it runs out, the consequences affect both personal and professional life.
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