How to Support Employees’ Mental Health After DANA in Valencia.

Two days ago, the DANA storm unleashed its power across Valencia, bringing floods, destruction, and unimaginable loss. As images of submerged streets, devastated homes, and communities in distress filled our screens, we collectively felt the weight of this tragedy. While many of us were fortunate to watch from afar, untouched by the physical destruction, the emotional impact reaches deep. Whether they were there in Valencia or have close ties to someone affected, people are carrying a heavy burden of stress, grief, and anxiety.

For those who witnessed it firsthand, the trauma can feel paralyzing. Many will face the daunting task of returning to work even as they try to recover emotionally and rebuild their lives. For others, like family members or friends of those impacted, or even those who simply watched the news unfold, this experience has left its mark, and processing it will take time. In times like these, as leaders, we must acknowledge that “back to business as usual” is simply not realistic.

The Emotional Toll on Direct Victims and the Extended Circle of Witnesses

People who have lived through the disaster firsthand face a unique kind of trauma. Returning to work might seem like the last thing on their minds. After witnessing the destruction of their homes or, worse, the loss of loved ones, the concept of normalcy feels distant. For many, the workplace can feel overwhelming, especially if they are dealing with sleeplessness, anxiety, or even post-traumatic stress symptoms. Their focus, energy, and even their ability to find meaning in daily tasks may be disrupted.

Then, there’s the “secondary trauma” felt by those who were not there but have close personal connections to someone who was. Watching tragedy unfold from afar, feeling the pain of friends and family, and fearing for their safety can cause deep emotional wounds. This secondary trauma can lead to heightened anxiety, worry, and even feelings of guilt for not being there to help. In workplaces where people are connected to affected communities, the emotional ripple effects of DANA will inevitably impact performance, concentration, and well-being.

Why a Normal Monday Doesn’t Work

Returning to the office after an event like this should never feel like just another Monday. When employees walk into a workplace that acts as if everything is fine, it can deepen feelings of isolation and distress. The pressure to perform as usual, to carry on without acknowledgment of the emotional weight they’re shouldering, can be not only unrealistic but also damaging.

When leaders create a space where people can mourn, share, and process, they offer the understanding that being human and showing vulnerability is valued. Ignoring the emotional impact of a natural disaster—whether by accident or design—can risk losing employee trust and may even contribute to prolonged absenteeism and mental health issues that could otherwise be mitigated with timely support.

Steps Leaders Can Take to Support Mental Health

Here are a few key ways leaders can make a difference for employees during times of crisis:

1. Create Space for Open Conversations
   Start the week with a meeting that acknowledges what’s happened. Let employees know that they’re welcome to share their experiences or feelings about the event if they wish. It doesn’t have to be a formal session—simply offering a safe space to talk, mourn, and process together can be powerful.

2. Acknowledge, Don’t Minimize
   As leaders, it’s crucial to acknowledge the gravity of the event without downplaying it. Avoid saying things like, “At least we’re all safe” or “Let’s focus on the positives.” While well-meaning, these statements can make employees feel that their feelings are invalid. Instead, acknowledge the pain: “I know many of you may be struggling after what happened in Valencia. We’re here for you.”

3. Encourage Flexible Expectations
   Understand that this is not a time to expect peak performance. Employees need permission to work at a pace that respects their mental state. Adjust deadlines where possible, and make it clear that their well-being is more important than their output right now. Flexibility is one of the greatest gifts you can offer in times of distress.

4. Offer Professional Support
   Consider bringing in counselors or mental health professionals who can help employees process their feelings. Make sure employees know that the company is covering any costs or making resources accessible to them. If in-person support isn’t possible, consider organizing online sessions or providing information on how they can find professional help.

5. Lead with Compassion and Empathy
   Compassion and empathy shouldn’t just be buzzwords—they should be the basis of your approach. Check in with employees individually if possible, especially if you know they’ve been directly affected. A quick, “How are you doing?” or “Is there anything you need?” can go a long way in showing support.

6. Encourage Mental Health Days
   Offer employees the option to take time off if they need it. A day to regroup, spend time with family, or simply process what’s happened without the demands of work can make a huge difference. Emphasize that taking time for mental health is just as valid as taking time for physical health.

Why This Matters for Company Culture and Resilience

Companies that prioritize mental health, empathy, and understanding during difficult times help foster a culture of resilience. Employees who feel supported during a crisis are more likely to be loyal, engaged, and motivated once they are ready to return fully to work. Showing compassion and flexibility reinforces that your company values people, not just productivity.

When people feel that they can bring their whole selves to work—especially during challenging times—they’re more likely to invest themselves fully in the company’s mission. Ultimately, supporting employees in times of crisis is not only the right thing to do, but it also strengthens bonds, builds trust, and promotes a healthier, more resilient workplace.

Conclusion: Lead with Heart

As leaders, our role isn’t just to guide the company forward; it’s to walk alongside our employees, especially in difficult times. The recent events in Valencia remind us all of life’s fragility, the unpredictability of nature, and the importance of community. When disaster strikes, we must remember that our teams need more than instructions—they need compassion, patience, and empathy.

Let’s create workplaces that serve as a refuge, not just a responsibility, where people can bring their full selves—grief, resilience, hope, and all. In times like these, leading with heart isn’t just an option; it’s essential.