A Guide for Employers and Leaders
There’s much to unpack when discussing veterans returning from military service. After years of duty, they return with more than memories and medals; they carry invisible wounds that sometimes fester into something far more profound than physical pain. PTSD is part of that baggage—a condition that challenges not only the veterans but also the communities and workplaces they reintegrate into. And PTSD doesn’t operate in a vacuum. It often influences behavior in far more destructive ways than what we initially see on the surface. This is where employers and leaders in the workplace play a critical role.
Veterans, a significant part of the workforce, bring a wealth of skills, discipline, and perspectives. Their experiences in the military have honed their leadership, problem-solving abilities, and teamwork, making them invaluable to any organization. However, leaders must understand the unique challenges these individuals face, especially when it comes to mental health. By creating supportive environments and fostering understanding, employers can help veterans heal while benefiting from their immense potential in the workplace. Their resilience and potential are not to be underestimated, and by supporting them, we can inspire and motivate them to reach new heights.
The Invisible Strain of PTSD: How It Impacts the Workplace
PTSD often comes into play after trauma—whether it’s witnessing death, experiencing physical or emotional violence, or surviving intense, life-threatening situations. For veterans, PTSD doesn’t just stay on the battlefield; it follows them home, impacting their daily lives, including in the workplace. PTSD might show up as heightened aggression, withdrawal, or difficulty handling stress. I’ve seen this in action, and it’s more than just a “bad day.” It’s a constant, invisible burden that impacts behavior in ways that can be misunderstood. It might be something as seemingly simple as a loud noise triggering an aggressive response—tied to a traumatic event.
Earlier this year, in February, I had a moment that completely rocked my world. One of my colleagues, someone I respected deeply, told me something that hit hard: “You are no longer a Soldier. Your identity is now in Jesus Christ.” On the surface, that statement sounds positive—an invitation to step into a new chapter of life. But for me, it represented a loss of identity. After 26 years of service, being a Soldier was at the core of who I was. To be told that identity was no longer mine? It felt like losing a part of myself.
The Identity Struggle: Navigating Life After Service
Being told I was no longer a Soldier in front of the entire team—something I had poured my life into for over two decades—triggered feelings of isolation, disconnection, and deep uncertainty. It was thrown out there, and I was left walking that path alone, shocked, mad, and feeling misunderstood. My faith has always been an anchor for me, but transitioning from identifying as a Soldier to seeing my identity solely in Christ wasn’t as easy as flipping a switch. I started asking myself, “Who am I now? How do I navigate this new reality?” In the process, I felt the invisible strain that so many veterans with PTSD endure—feeling lost in a world that no longer aligns with the person you once were, and they just don’t get you.
This personal experience highlighted for me just how much of an emotional toll this transition takes on veterans, not just in their personal lives but also in the workplace. Employers often aren’t aware of the invisible strain that PTSD places on their veteran employees. PTSD chips away at psychological flexibility—the ability to stay present and functional despite the negative emotions swirling inside. Aggression or impulsive behavior can leak into workplace interactions when that flexibility breaks down. And when leaders don’t understand this, it often leads to misinterpretations that veterans lack discipline or are emotionally unstable when, in fact, they are simply grappling with deep internal struggles.
Why Employers Should Care: The Benefits of Understanding PTSD and Aggression in Veterans
Understanding PTSD and its relationship to aggression isn’t just about supporting veterans—it’s about creating a healthier, more productive workplace for everyone. Veterans bring invaluable skills to the table: leadership, resilience, teamwork, and an ability to perform under pressure. But when their PTSD goes unaddressed or misunderstood, these strengths can be overshadowed by the symptoms of their condition. By understanding and addressing these issues, employers can create a more enlightened and informed workplace where everyone’s potential can be fully realized.
Employers who invest in understanding and supporting veterans can unlock their full potential. Here are some specific benefits:
- Increased Retention: Veterans who feel supported are likelier to stay with an organization. This reduces turnover and fosters loyalty, which is invaluable in building a robust and cohesive workforce.
- Enhanced Team Dynamics: Veterans are natural leaders and problem solvers. When supported, they contribute to more robust, effective teams and help build a positive workplace culture.
- Improved Organizational Reputation: Companies known for supporting veterans build a positive reputation in the community, attracting top talent and strengthening their brand.
Identifying the Gaps: What Employers Need to Know
The first step to creating a supportive environment for veterans is identifying gaps in understanding and resources. Many employers might not fully grasp the complexities of PTSD and how it affects behavior. This lack of knowledge can lead to unintentional harm, even when there’s a genuine desire to help.
Leaders must be aware of how PTSD impacts emotional regulation, decision-making, and interpersonal relationships. For example, a veteran might respond aggressively to a perceived threat during a stressful situation at work, even if the danger isn’t real. Without the right tools and support, these situations can escalate, causing harm to the veteran and the entire workplace.
Educating Leaders: Building Knowledge to Support Veterans
Education is key. Leaders need to take the time to learn about PTSD, moral injury, and the unique challenges veterans face when transitioning to civilian life. This can be done through workshops, training sessions, or bringing in mental health professionals who specialize in veteran care. The more leaders understand these conditions, the better equipped they’ll be to offer the support veterans need.
Training shouldn’t just focus on recognizing the signs of PTSD—it should also teach leaders how to respond in supportive and empathetic ways. This means knowing when to offer accommodations, how to facilitate open conversations about mental health, and how to de-escalate situations when a veteran is triggered. It’s about creating an environment where veterans feel safe expressing their needs and concerns.
Implementing Tools, Resources, and Programs: Creating a Supportive Environment
Once leaders are educated, the next step is implementing tools and programs to support veterans. This might include:
- Mental Health Resources: Providing veterans access to counseling and mental health services designed for them can make a huge difference. Partnering with organizations that specialize in veteran mental health can provide the necessary expertise.
- Flexible Work Arrangements: Veterans dealing with PTSD may need flexibility in their schedules to attend therapy appointments or manage stress. Offering flexible work hours or remote work options can help veterans maintain their mental health while staying productive.
- Peer Support Networks: Establishing veteran support groups within the organization can foster community and provide a safe space for veterans to share their experiences and challenges.
- Ongoing Training and Development: Regular workshops and training on mental health awareness, conflict resolution, and leadership development can help ensure that the workplace remains supportive and inclusive for veterans.
The Path to Healing: The Role of Employers in Veterans’ Recovery
Employers aren’t just passive observers in the healing process—they play an active role in a veteran’s recovery. By providing an environment that addresses both mental health and career development, employers help veterans regain their sense of purpose and direction after service.
Spirituality also plays a significant role in healing. Many veterans, myself included, find comfort and guidance through their faith. Employers can respect and accommodate these needs by fostering a workplace culture that values diversity, including religious and spiritual practices. Even for the ones that do incorporate religions and spiritual practices in the workplace or the engagement with other fellow believers, direct censure is more confronting and only when there is a high level of trust and even then to be used sparingly because it can cause severe damage to the relationship and reduce authenticity in future encounters. The question you should ask yourself is, will this statement help establish a spiritually healthy sense of self? It is important to consider the effects of our statements.
Moving Forward: A Call to Action for Leaders
As leaders, we are responsible for creating environments where every employee—veteran or civilian—can thrive. This means going beyond surface-level support and diving deep into the issues that impact veterans’ mental and emotional health. Understanding the complex relationship between PTSD, aggression, and healing is just the beginning.
When leaders take the time to educate themselves, identify the gaps, and implement the right tools and resources, they not only support veterans but also create a workplace where everyone can excel. Let’s commit to building these supportive environments because when veterans succeed, we all benefit.