Feeling connected to others plays a significant role in mental health. If you’ve experienced loss, trauma or isolation, or felt marginalized or bullied, community can be especially important. While finding or building community may take time, it can make a real difference. Strong relationships reduce stress, support mental health and help make life more meaningful. 

How to engage with your community

Community can start with small, everyday actions that fit your time, comfort level and interests. It doesn’t have to be a lot. Choose what feels right for you.

• Support your neighborhood: Get to know neighbors, check in on someone nearby or take part in activities that bring people together.
• Practice active kindness: Simple gestures, like listening or offering help can strengthen relationships.
• Take part in local events: Attend community gatherings, fairs or activities to meet others and learn what’s happening in your area.
• Use shared spaces: Spend time in libraries, community centers, parks or other places people gather.
• Join a club or group (online or in person): Look for groups focused on your interests, culture or shared experiences.
• Get outside: Participate in walking groups, community gardens or outdoor activities.
• Care for your environment: Help keep shared spaces clean, safe and welcoming.
• Volunteer or give your time: Contribute your skills or help others through local organizations or causes.

Community takes many forms. One small action, online or in person, can build connection and support and create brighter days.

Veterans often blend in, avoid drawing attention to themselves, and put others first. A career defined by efficiency, mission focus, and resilience shapes not only their service but their approach to life afterward. Transitioning from caring for others to seeking support can be challenging. Recognizing when help is needed, identifying trustworthy resources, and prioritizing personal wellbeing are not always straightforward. The impact of military service is long-lasting, influencing how Veterans engage with support systems in both their personal and professional lives.

For many Veterans, the first place they encounter support after leaving the military is the workplace. Employer-sponsored services such as Employee Assistance Programs (EAPs) play an important role in helping Veterans navigate stress, life transitions, and personal challenges while maintaining their professional responsibilities. As more Veterans transition into civilian careers, workplace-based behavioral health and wellbeing services serve as an important bridge between military culture and civilian life.

Understanding the unique experiences Veterans bring to the workplace enables organizations and EAP professionals to support their wellbeing better, strengthen engagement, and foster successful long-term reintegration.

Understanding the Veteran Employee

Veterans come from diverse backgrounds and experiences, yet many share common values shaped by military service. Responsibility, loyalty, teamwork, and dedication to mission often remain central to how Veterans approach their work and relationships.

These strengths can also create challenges when it comes to seeking support. Many Veterans are accustomed to pushing through discomfort, solving problems independently, and prioritizing the needs of others over their own. In workplace environments, these tendencies may appear as increased stress, difficulty asking for help, or reluctance to use available resources.

EAP counselors and workplace support professionals are uniquely positioned to recognize these patterns and offer confidential guidance that encourages early support before challenges begin to affect wellbeing or job performance.

Moving Beyond the Stereotype

Veterans do not fit a single profile. They represent every age group, background, profession, and personality. Some may openly share their military experience, while others may never mention it unless asked directly.

This is especially true for individuals who served in the National Guard or Reserve, or those whose roles did not involve combat. Some Veterans prefer not to receive special attention, while others may have complex or mixed feelings about their service.

For workplace leaders and EAP professionals, avoiding assumptions and maintaining genuine curiosity is essential. A simple question such as “Have you ever served in the military?” can open the door to better understanding an employee’s experiences and identifying resources that may be helpful.

Integrating Veteran-Centered Support Across the Employee Experience

Veteran-centered support requires attention at multiple points of interaction. Whether through workplace programs, Employee Assistance Programs (EAPs), or other support services, understanding when and how to engage Veterans can help ensure they feel supported both personally and professionally.

• Intake: Early identification of Veteran status can help connect individuals with appropriate workplace and community resources. A simple question such as “Have you ever served in the military?” can open the door to meaningful conversations about experiences that may shape how Veterans approach work, stress, and support. Within an EAP model, early awareness allows counselors to provide guidance, share relevant resources, and help employees navigate challenges before they begin to affect workplace engagement or overall wellbeing.
• Treatment Planning: Military service often instills traits such as mission focus, resilience, and a high tolerance for discomfort. While these qualities are valuable strengths in the workplace, they can sometimes make it difficult for Veterans to prioritize their own wellbeing or ask for support. EAP counselors and workplace support professionals can help by creating space for open dialogue and ensuring that support strategies feel practical and realistic. Asking questions such as:
  • “Does this plan work for you?”
  • “Is this realistic?”
  • “What concerns or hesitations do you have?”

Awareness of a chain-of-command mindset can also be helpful. Some Veterans may ask fewer questions or assume important information will be shared proactively. Providing clear explanations and direct communication helps build trust and ensures employees understand the support available to them.

• Discharge Planning: Veterans may report they are “fine” even when they are experiencing ongoing stress or challenges. Continued encouragement to engage with available resources helps ensure support does not end after an initial conversation or counseling session. EAP counselors and workplace leaders should remain attentive to subtle signals such as overworking, emotional detachment, irritability, or dismissiveness toward mental health support. These cues may indicate that additional support or resources could be helpful.

By maintaining open lines of communication and encouraging ongoing engagement with support services, organizations can help Veteran employees build stability, strengthen resilience, and succeed both personally and professionally.

Building Trust and Strengthening Workplace Wellbeing

The foundation of effective Veteran support in the workplace is trust. Respect, transparency, direct communication, and consistency demonstrate that organizations value the experiences Veterans bring to their teams. Workplaces that adopt Veteran-informed approaches within EAP and wellbeing services help create environments where employees feel seen, understood, and supported. These efforts not only benefit Veteran employees but also strengthen organizational culture and resilience across the workforce.

By approaching Veteran support with awareness, curiosity, and empathy, organizations can better meet the needs of those who have served. When integrated with Employee Assistance Programs and workplace wellbeing initiatives, these efforts help Veterans thrive both personally and professionally while contributing their strengths and leadership to civilian workplaces.

Spotlight Magellan gives colleagues and those we collaborate with the opportunity to get to know Magellan employees through facilitated interviews that explore their personal interests and the meaningful work happening across Magellan. Through intentional engagement, Spotlight Magellan fosters a sense of community and connection, and highlights the impact demonstrated by individuals in their roles at Magellan.

This month, we’re getting to know Teresa Rollin, senior IT analyst. With April being National Volunteer month, Teresa was a perfect fit!

Continue reading to learn more about Teresa:

What is your favorite volunteer activity?

During my 20 plus years at Magellan, I have had the pleasure of organizing volunteer events for a small but mighty team of Maryland employees. We spend our volunteer time off (VTO) hours at Restore/Habitat for Humanity, Howard County Food Bank and the Howard County Garden that grows food for the Howard County Food Bank. I look forward to working with fellow employees on a common goal outside of an office setting and enjoying a meal afterwards.

Describe a typical workday in your life.

As an IT analyst for Magellan, my day starts with a short team meeting to discuss project progress. Meetings, testing, documentation and collaborating with developers and other teams take up the rest of the day.

Do you have any recipes that you love to make (or have made for you)?

Salsa Verde Chicken chili!

What is your favorite thing to do during your time off?

I enjoy attending festivals on my time off. I recently attended Feast Wilmington in North Carolina where 25 food and beverage vendors set up booths so that patrons can sample their menus.

What drew you to Magellan?

I was drawn to Magellan for its commitment to give back by granting employee volunteer hours and matching donations.  

What do you like best about your current position?

The best part of my position is the ability to help users when they have issues with the applications we support. I like the feeling of accomplishment you sense after you made someone’s day easier.  

What is the best career advice that you have received or have learned through your own experiences?

The greatest advice I have ever received was from Robert Daily, a fellow analyst, who said, double checking never hurts. In IT, even if something small like a quote is missing from a program, it will fail.

Fostering inclusivity helps people thrive in a diverse world. One vital aspect of inclusivity is neurodiversity—the recognition and acceptance of neurological differences such as autism, ADHD, dyslexia and more. By embracing neurodiversity, we create environments that value different ways of thinking, learning and working.

Consider these ways to support neurodiverse individuals in the workplace:

Respect different communication styles

To better accommodate neurodiverse colleagues, vary your communication style and the channels you use. For example, some individuals may prefer written communication and extra time to process information. When working on group projects, provide multiple channels for feedback and consider presenting ideas in visual and text formats.

Advocate and leverage strengths

Stand up for your neurodiverse coworkers by challenging stereotypes and misconceptions, advocating for their needs and celebrating their unique strengths. Neurodiverse individuals often bring creativity, attention to detail, innovation and unique problem-solving skills; acknowledge and applaud these contributions. If you see or hear something potentially harmful or offensive, address it.

Avoid sensory overload

Sensory overload can be a significant issue for neurodiverse individuals. This can include bright lights, loud noises and strong smells. Be mindful when engaging with your neurodiverse colleagues by offering to collaborate in a quiet workspace and reducing visual clutter.

Foster psychological safety

Take time to learn about neurodiversity and the unique challenges faced by those with these conditions. If you have a neurodiverse team member, listen, learn and seek to understand their experiences and perspectives. Model and promote empathy, curiosity and open dialogue so people feel comfortable being themselves without fear of judgment or stigma.

Strengthening Communication and Readiness in Military Communities

Understanding and Adapting to Diverse Communication Styles

Effective communication is essential for fostering collaboration, cohesion, and support in military communities, where service members, veterans, and families span multiple generations and face unique challenges, including frequent relocations, deployments, a high operational tempo, and hierarchical structures. Individuals, from junior enlisted personnel to senior leaders, retirees, and multi-generational families, operate within the same ecosystem while bringing different expectations for how information should be shared and received.

These differences are further shaped by generational communication preferences, ranging from the Silent Generation through Generation Alpha, which influence how they interact, access resources, and engage with military organizations and installation-based services.

Understanding and adapting to these preferences is not just about convenience. It is about ensuring that critical information on readiness, wellbeing, and family support is conveyed effectively, and that military personnel and families feel included and valued.

The Generational Communication Spectrum

• The Silent Generation (born 1926-1945) and Baby Boomers (born 1946-1964): Prefer face-to-face interactions, phone calls, and other traditional communication methods that emphasize personal connections.
• Generation X (born 1965-1980): Appreciates a blend of traditional and digital formats, favoring efficiency and flexibility in communication.
• Millennials (born 1981-1996) and Generation Z (born 1997-2012): Gravitate toward digital platforms such as Zoom, email, and social media, prioritizing instant, interactive communication.
• Generation Alpha (born 2013-present): Engages best with highly digital, interactive, and visually stimulating communication methods.

In military communities, these preferences shape how individuals receive information about deployment briefings, training schedules, counseling services, benefits, and family readiness resources. A senior leader may rely on in-person briefings, while a junior service member may expect mobile alerts or digital updates. Spouses managing households during deployments may prefer quick, accessible communication, while retirees connected to the installation may depend on more traditional outreach.

While each generation may favor different communication styles, they all share fundamental values, clear and respectful communication, teamwork, and a commitment to mission success.

Strategies for Closing Generational Gaps in Military Communities

To ensure equitable access to resources and services, military organizations should implement the following strategies:

1. Diversify Communication Channels: Use face-to-face engagement, phone calls, email, text alerts, social media, and digital platforms to share information about installation events, readiness requirements, and support services.
2. Facilitate Intergenerational Training: Include generational communication awareness in professional military education, newcomer orientations, and family readiness activities.
3. Establish Mentorship Programs: Pair individuals across generations to support knowledge sharing, professional development, and navigation of military systems and benefits.
4. Create Inclusive Environments: Offer listening sessions and support groups in both in-person and virtual formats.

Building Stronger, More Inclusive Military Communities

Adapting communication strategies to meet generational preferences is not just about efficiency. It is about building stronger, more resilient military communities. Programs such as Military and Family Life Counseling, chaplain services, and installation helping agencies play an important role in bridging generational gaps by meeting service members and families where they are.

Listening, learning, and adapting across generations strengthen connections, enhance readiness, and support long-term wellbeing. By prioritizing these efforts, military personnel, veterans, and families can work together more effectively, ensuring a connected and mission-ready community for generations to come.

References

1. Howe, N., & Strauss, W. (2000). “Millennials Rising: The Next Great Generation.” Vintage.
2. Pew Research Center. (2020). “Defining generations: Where Millennials end and Generation Z begins.” Retrieved from https://www.pewresearch.org/fact-tank/2019/01/17/where-millennials-end-and-generation-z-begins/
3. Chapman, A. (2020). “How to Manage Generational Differences in the Workplace.” Harvard Business Review. Retrieved from https://hbr.org/2020/07/how-to-manage-generational-differences-in-the-workplace
4. Korn Ferry. (2019). “Closing the Generation Gap in the Workplace.” Retrieved from https://www.kornferry.com/insights/articles/closing-the-generation-gap-in-the-workplace

Workplace stress is not a new challenge, but its impact on mental wellness has never been more visible. Across all workplaces, employees can face mounting pressures from demanding workloads, complex organizational structures, and the expectation of constant availability. Over time, these stressors do not stay neatly contained within the workday. They affect sleep, relationships, physical health, and overall wellbeing.

When employees are supported in managing stress and setting healthy boundaries, organizations benefit through improved engagement, productivity, and resilience. Creating mentally healthy workplaces is not about eliminating stress entirely. It is about equipping people with the tools and environments they need to manage it effectively.

Rethinking Boundaries at Work

One of the most common contributors to workplace stress is the erosion of boundaries. Constant connectivity, blurred lines between professional and personal life, and difficulty saying no can all lead to burnout over time. Unhealthy boundaries may look like regularly working outside regular hours, taking on more responsibility than is sustainable, or navigating workplace relationships that negatively affect performance or wellbeing.

Healthy boundaries vary by role. Federal employees in mission-critical or on-call positions will naturally face different expectations than those in more structured schedules. Even so, regularly assessing whether boundaries are aligned with workload, capacity, and wellbeing can help employees leave work at work and maintain balance over time.

Managing Stress Before It Becomes Burnout

Not all stress is harmful. In fact, manageable levels of stress can enhance motivation and performance. When challenges are perceived as meaningful and achievable, stress can support growth and engagement. Problems arise when stress becomes chronic, unmanaged, and relentless.

Burnout is now formally recognized as a workplace phenomenon resulting from prolonged, unmanaged stress. It is often characterized by exhaustion, emotional detachment from work, and a reduced sense of effectiveness. Recovery from burnout can be difficult, which makes prevention essential.

Effective stress management begins with prioritization. Understanding what truly requires immediate attention and what can wait reduces unnecessary pressure. When priorities are unclear, open conversations between employees and supervisors can prevent misalignment and overload.

Equally important is focusing on what is within one’s control. While it is easy to become consumed by factors beyond personal influence, such as others’ decisions or behaviors, stress is reduced when attention is redirected toward actions, responses, and communication choices that can be managed directly.

Perspective also matters. Viewing challenges as opportunities to learn or grow can significantly reduce the adverse effects of stress. While not every situation will feel positive, reframing stressors where possible can improve both performance and wellbeing.

The Power of Taking a Break

One of the simplest and most overlooked strategies for improving mental wellness at work is taking regular breaks. Many employees skip lunch or work through breaks due to heavy workloads or the belief that stepping away will reduce productivity. Research consistently shows the opposite.

Routine breaks help prevent decision fatigue, improve concentration, and support emotional regulation. Stepping away allows the brain to rest and reset, which is essential for sustained performance. Short breaks throughout the day can be just as valuable as longer ones.

Breaks do not need to be elaborate. A brief walk, stretching, breathing exercises, or even a few moments of quiet reflection can restore focus and reduce stress. Encouraging a culture that supports breaks rather than discourages them sends a clear message that mental wellness is valued.

Creating a Personal Mental Wellness Plan

There is no single approach that works for everyone. Mental wellness strategies must be tailored to individual roles, responsibilities, and personal circumstances. What matters most is intentionality. Small, consistent changes can lead to meaningful improvements over time. Support resources such as Employee Assistance Programs and wellness coaching can help employees identify practical strategies, set realistic goals, and address barriers to change. These resources also provide a confidential space to reflect, problem solve, and build resilience.

Healthy workplaces are built through a combination of individual action, supportive leadership, and organizational commitment. When mental wellness is prioritized, employees are better equipped to meet the demands of their roles and sustain long-term success in the service of their missions.

Sources:

– Charles, Susan T et al. “The mixed benefits of a stressor-free life.” Emotion (Washington, D.C.) vol. 21,5 (2021): 962-971. doi:10.1037/emo0000958

– Jabr, Ferris. “Why Your Brain Needs More Downtime.” Scientific American, 15 Oct. 2013, www.scientificamerican.com/article/mental-downtime/. Accessed 15 Jan. 2026.

– Selig, Meg. “How Do Work Breaks Help Your Brain? 5 Surprising Answers.” Psychology Today, 17 Apr. 2018, www.psychologytoday.com/gb/blog/changepower/201704/how-do-work-breaks-help-your-brain-5-surprising-answers. Accessed 15 Jan. 2026.

– World Health Organization. “Burn-out ‘as an “Occupational Phenomenon’: International Classification of Diseases.” World Health Organization, World Health Organization, 28 May 2019, www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases. Accessed 15 Jan. 2026.

Spotlight Magellan gives colleagues and those we collaborate with the opportunity to get to know Magellan employees through facilitated interviews that explore their personal interests and the meaningful work happening across Magellan. Through intentional engagement, Spotlight Magellan fosters a sense of community and connection, and highlights the impact demonstrated by individuals in their roles at Magellan.

This month, we’re getting to know Jennifer Friedrich, vice president, federal program operations, military counseling division, federal market. Jennifer has been with Magellan since 2012.

Continue reading to learn more about Jennifer:

Describe a typical workday in your life.

My workday has a high operational tempo and is centered on maintaining operational excellence within the military counseling division, a team of over 1,750 associates including project management staff, Military & Family Life counselors and personal financial counselors. I focus on supporting our government customer, our employees and the organization as a whole by balancing priorities, addressing emerging needs and ensuring our teams have the guidance and resources they need to succeed. Each day requires adaptability, collaboration and a steady focus on delivering high-quality outcomes in support of the military counseling mission.

What is your biggest strength?

My greatest strength is my ability to lead through a human-centered, strength-based approach. My leadership, counseling and teaching philosophies naturally intersect and are grounded in humanistic psychology. I focus on identifying and amplifying each individual’s strengths and intentionally aligning them with meaningful growth opportunities. This approach builds trust, enhances intrinsic motivation and supports employee wellbeing and confidence, resulting in more engaged, capable and resilient teams.

How do you feel you excel in supporting your team(s)?

I excel in supporting my teams by modeling and encouraging balance, reflection and self-care as essential components of sustained performance. Magellan has afforded me the ability to maintain work-life balance, which enables me to remain focused, present and mission-driven. I translate this into my leadership by advising employees to intentionally set aside time each day to pause, evaluate and invest in themselves. I recognize that personal wellbeing directly supports effectiveness, engagement, and long-term success.

What is your favorite thing to do during your time off?

Traveling is my favorite way to spend time off. I enjoy exploring new geographic locations, immersing myself in different cultures and experiencing the food and traditions that make each place unique. Travel allows me to recharge, broaden my perspective and return with renewed energy and curiosity that carries over into my work and daily life.

What is the best career advice that you have received or have learned through your own experiences?

The best career advice I have learned through experience is to lead and work with purpose. Magellan has compassionately pushed my leadership growth edge by fostering a thriving, supportive environment that encourages reflection and development. I advise employees to explore their inner “why” and pursue opportunities that align with their values and sense of purpose. When individuals are engaged in meaningful work, they become more effective, connected and resilient, which are invaluable benefits that extend both inside and outside the workplace.

Do you have any pets? Tell us about their quicky personality traits and share a picture!

I have four pets: Oliver, Sage, Teddy and Poppy, and each has a wonderfully unique personality! Oliver is the loyal protector of the group, always keeping a watchful eye on everyone. Sage oversees all activity like a wise manager, making sure nothing goes unnoticed. Teddy truly lives up to her name. She’s our cuddly teddy bear and resident comforter. Poppy is a nonstop bouncing ball of energy who keeps us on our toes.

Together, they bring an incredible amount of joy and unconditional love to our home.

Spotlight Magellan gives colleagues and those we collaborate with the opportunity to get to know Magellan employees beyond the surface through facilitated interviews that explore their personal interests, experiences, and aspirations. Through intentional engagement, Spotlight Magellan fosters a sense of community and connection, strengthening relationships and creating a more enriching shared experience.

This month, we’re getting to know Michelle Penman, training manager, family advocacy support services, federal market. Michelle has been with Magellan since August 2016.

Continue reading to learn more about Michelle:

Do you have any secret talents/ something you’re very good at that would surprise others?

I love to read and craft. My hidden talent is knitting. I have made items big and small. Currently, I am working on a shawl to wear once the weather gets cooler again.

What are you currently reading?

I am embarking on getting my Master of Arts in Organizational Leadership, so I am mainly reading textbooks. When I have the time, I like to read sci-fi and mysteries. I love a good classic like Dune or Devil in the White City.

What’s your favorite thing to do on the weekends?

My favorite thing to do on the weekend is to hang out with family. As a retired military spouse, I spent years away. We decided to move back closer to our family and it has been the best decision! We love to play games, have bonfires, watch movies and go on adventures together.

What are some goals that you have for yourself, both personal and career, that you hope to achieve over the next five to ten years?

I would like to achieve earning my Master of Arts degree. It’s a lifelong dream of mine. I would also like to continue working in federal contracts. I would love to someday be a program manager for a contract!

What is your self-care routine after the work week/ favorite ways to unwind after work?

I love good food! I like to make tasty and nutritious meals for my family. I enjoy including my three kids in the process of making new recipes so that I can show them that cooking is fun and it’s okay to experiment and deviate from the traditional recipes. I also love growing my own produce! It’s truly a joy to make something of your own from scratch.