Understanding Trauma in the Workplace: How It Affects Performance and Communication

The Impact of Trauma on Professional Life

When we talk about performance issues, miscommunication, or workplace conflict, the usual suspects get called in: training gaps, poor time management, or maybe a personality clash or two. But what if the root cause is something deeper? Something older? Something...unseen?

In the latest episode of The Resolution Room, we dig into a critical but often overlooked topic: how trauma quietly infiltrates the workplace. It affects everything from productivity to communication to conflict resolution. And no, I’m not talking about bringing a therapy couch to the break room (though honestly, some offices could use it).

Trauma Isn’t Just Personal—It’s Professional

Trauma doesn’t clock out when we clock in. Whether it’s childhood adversity, systemic injustice, relationship abuse, or the collective trauma of a global pandemic, people bring their whole selves to work—including their emotional scars.

Studies show that over 60% of adults have experienced at least one adverse childhood experience (ACE). Many carry unresolved stress into their professional lives. This isn't just personal baggage; it affects the workplace environment as a whole.

Performance and Productivity Take the Hit

Unresolved trauma can significantly impact concentration, energy, memory, and emotional regulation. This means more missed deadlines, more sick days, and unfortunately, more burnout. Employees struggling silently may appear disengaged or inconsistent. Yet, in reality, they’re fighting an internal battle while trying to meet performance metrics.

How to Recognize Trauma-Influenced Performance Issues

Leaders and managers need to recognize the signs of trauma in their teams. Look for patterns of behavior that may indicate someone is not functioning at their best. This might manifest as missed deadlines, sudden changes in performance, or even withdrawal from team activities. Understanding these signs can help create a more supportive environment.

Communication Gets Tangled

Trauma can twist how people hear and respond to even the most routine feedback. One employee may interpret a neutral email as an attack. Another might avoid speaking up for fear of triggering conflict. Still, others over-apologize, overcommit, or withdraw completely.

What looks like "poor soft skills" is sometimes just an old survival mechanism in disguise. Reframing our understanding of communication issues is vital for fostering a supportive workplace culture.

Strategies for Effective Communication

To minimize misunderstandings, encourage open dialogue about communication styles. Create a safe space where employees can express their concerns without fear of judgment. This improves clarity and helps prevent the escalation of conflicts.

• Encourage feedback over evaluation: Shift conversations from judgmental assessments to constructive advice.

• Create safe spaces for discussion. Whether it's team meetings or one-on-ones, ensure employees feel safe to share.

  
  

Conflict Becomes a Battlefield

When two trauma-activated nervous systems collide, tensions can escalate quickly. The classic responses—fight, flight, freeze, or fawn—show up in team meetings, performance reviews, and hallway conversations. Without awareness, managers risk misinterpreting trauma responses as insubordination, laziness, or defiance.

Conflict Resolution Strategies

To effectively navigate conflicts influenced by trauma, leaders must prioritize emotional intelligence. Recognize that emotional reactivity often stems from deeper, unresolved issues.

• Training in emotional intelligence: Provide resources and training for all employees to enhance their understanding of emotional responses.

• Facilitate resolutions through understanding rather than judgment.

  
  

So What Can Leaders Do?

Start with empathy. Shift the question from "What’s wrong with them?" to "What happened to them?" or better yet, "What do they need to feel safe and supported here?" Awareness is the first step toward becoming a trauma-informed leader—and no, it doesn’t require a psychology degree.

Steps toward Becoming a Trauma-Informed Leader

1. Educate yourself and your team about trauma. Understand how it can manifest in the workplace.

2. Practice active listening. Show employees that their concerns matter.

3. Implement flexible policies that accommodate varying needs and situations.

   
   

Coming Up in Part 2

In the next episode, we move from problem to practice. We’ll explore what leaders can actually do to build trauma-informed workplaces—from revising feedback styles to designing policies that promote safety, autonomy, and trust.

Until then, remember: people don’t leave their stories at the door. The best leaders create space for those stories to breathe—without judgment, and without fear. The ability to understand trauma in the workplace is a key aspect of nurturing a healthy work environment.

Subscribe to The Resolution Room for more insights on conflict, culture, and leadership with heart. Episode 1 of our Trauma at Work series is streaming now.