Show empathy by first acknowledging the coworker's discomfort privately, then ask open-ended questions to understand the root cause. Offer specific support and collaborate on a solution, while respecting their boundaries and maintaining confidentiality.
Pro tip: Frame your help around psychological safety—emphasize that you're there to listen, not to fix or judge. This builds trust and shows you value the relationship over immediate problem-solving.
Privately and gently acknowledge that you've noticed they seem uncomfortable, using 'I' statements to avoid sounding accusatory. For example, 'I noticed you seemed a bit off in the meeting—is everything okay?'
Give them space to share as much or as little as they want, and listen without interrupting. Validate their feelings by saying something like, 'That sounds really tough—thank you for telling me.'
Instead of assuming what they need, ask open-ended questions like 'What would help you feel more at ease?' or 'How can I support you right now?' This empowers them to choose the support they want.
Based on their response, suggest concrete actions you can take, such as covering a task, being a sounding board, or helping them talk to a manager. Be clear about what you can and cannot do.
Check in later to see how they're doing, but respect their privacy and don't push. If needed, help them connect with appropriate resources like HR or a mentor.
AI-generated suggestions, not part of the candidate's original notes. May be inaccurate — verify before relying on them.