The world feels scary right now. A world war is looming, our relations with our historically closest political and economic allies are unpredictable, and the political divide between folks seems to be widening every day. Even locally, our government is making decisions that have a lot of folks deeply concerned for many of our most vulnerable neighbours and friends. 

As a sensitive person, as a Canadian, it increasingly feels like getting on with life and acting as though none of this is looming in the background feels absurd. It feels like going to work and completing projects is so insignificant when compared to the wider, arguably more pressing priorities affecting the lives of millions. Excuse me, we’re just supposed to ignore the fact that bombs are being dropped on children because you need a report right now? And thoughts just like this are becoming the norm for too many of us. 

But I’m lucky. I have a job I adore. I have teammates that impress me and lift me up every day. I have clients who are doing amazing things, making Canada better, creating experiences for families and visitors, advocating for core industries within our province. I have a window into all the good that happens in this world every day because of the work I do and I’m grateful for how it offsets my otherwise sense of impending doom and gloom. 

For many employees who perhaps don’t have the same offset from their work, it’s becoming more challenging to “just get on with it”. To “let work be an escape from all that for a while”. Even employees who are normally resilient are struggling with: 

• A sense of looming global threat 

• Difficulty focusing amid constant disturbing news 

• A mismatch between lived reality and workplace expectations 

• Feeling guilty or disconnected for going about routine tasks 

• Feeling that work is becoming surreal against a backdrop of crisis 

It’s becoming more difficult for employees to neatly leave that looming sense of unease outside the office door. We simply aren’t built to compartmentalize global instability while switching to productivity mode on demand. 

This emotional mismatch produces real workplace impacts: 

• Presenteeism; being physically present but checked out or overwhelmed 

• Surges in paramedical claims for therapy, massage, or other stress related interventions 

• Withdrawal, irritability, or disengagement 

• Increased conflict or reactivity 

• Fatigue and cognitive overload 

What Employers Can Do When Normal Feels Absurd 

You cannot solve global instability for your employees. But you can make work feel less alienating and more grounding. 

Here’s how: 

1. Acknowledge the world as it is

A simple, steady acknowledgment from leadership can dramatically reduce the sense of dissonance employees feel: 

“We know the world feels uncertain and heavy. If you’re finding it harder to focus or stay grounded, you’re not alone and we’re here to support you.” 

A little humanity goes a long way. You don’t need to book meetings or put posters everywhere, but you do need to acknowledge the state of the world and avoid asking employees to ignore it while at work. 

 

2. Create micro flexibility within the workday

No sweeping policy changes here, small adjustments can have a big impact: 

• Brief mental health breaks 

• Flexible focus time 

• Reduced meeting overload 

• Temporary workload adjustments 

• Opportunities for quiet space 

These help employees regulate themselves in periods of heightened alertness. 

 

3. Equip leaders to respond to emotional strain

Supervisors often feel uncomfortable engaging with an employee’s emotional distress. Providing training helps leaders understand: 

• Signs of psychological strain 

• How to check in without overstepping 

• How to make reasonable, supportive adjustments 

• What resources exist and how to refer employees 

Given the recent legislative changes, this kind of training is no longer nice to have. It’s part of meeting employers’ obligations to prevent psychological harm. You’re doing it anyway, so lean in especially now to ensure employees feel supported and safe when at work. 

 

4. Create predictable communication

In uncertain times, unpredictability at work compounds worry. 

Consistent communication like weekly updates, clear expectations and transparent decisions gives employees something solid to rely on when everything else feels shaky. 

 

5. Reimagine psychological safety as cultural, not procedural

Policies are required, but culture is what employees actually feel. Again, these are initiatives you’re probably already doing anyway. If not, you should be: 

A psychologically safe culture looks like: 

• Mistakes handled with fairness, not fear 

• Zero tolerance for subtle bullying or exclusion 

• Respectful communication across all levels 

• Leaders modeling calm, empathy, and stability 

• Employees trusting that speaking up won’t backfire 

This aligns with Nova Scotia’s shift toward addressing broader psychosocial hazards, not just overt harassment. Taking steps to prevent hazards in your workplace can also help alleviate the fear and pressure many folks are feeling day to day. 

 

6. Pay attention to your organization’s mental health “indicators.”

Watch for patterns: 

• Higher paramedical usage 

• Increased stress leave requests 

• More WCB psychological injury claims 

• Rising turnover or conflict 

These aren’t “HR problems.” They’re signals of strain and opportunities to intervene before issues become injuries. These may become more apparent as employees continue to wrestle with a complex mix of emotions while trying to maintain productivity. 

Why This Matters Now More Than Ever 

The world may be unsteady, but work can still be a place of grounding, connection, and steadiness if employers intentionally create that environment. 

By acknowledging reality, supporting emotional wellbeing, and meeting the new provincial standards for psychological safety, organizations can help employees navigate this era with less fear and more resilience. 

In a moment when “acting normal” feels increasingly absurd, workplaces have a powerful opportunity: to make normal feel safe again. 

 

Annie MacLeod, CPHR, is an HR Partner at uptreeHR, an outsourced Human Resource department for small to medium-sized businesses. Annie and the team are based in Halifax, Nova Scotia.

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