『Please Mute Your Trauma: Workplace Trauma & the Human Side of Work』のカバーアート

Please Mute Your Trauma: Workplace Trauma & the Human Side of Work

Please Mute Your Trauma: Workplace Trauma & the Human Side of Work

著者： Tiffany Collins
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Welcome to Please Mute Your Trauma, a podcast about workplace trauma, dignity at work, toxic workplace culture, and what happens when organizations forget that employees are human.


Hosted by Tiffany Collins—a Navy veteran, HR professional, doctoral researcher, and recovering overthinker—this show explores the messy intersection of trauma, leadership, organizational culture, burnout, meaningful work, employee well-being, and the experiences people carry into the workplace.


Through humor, research, personal storytelling, and real-life workplace experiences, Tiffany examines the issues many organizations would rather rebrand than confront: organizational betrayal, emotional suppression, unhealthy leadership, workplace identity, belonging, retaliation, trust, and the pressure to remain productive while quietly falling apart.


Each episode asks difficult questions about the way people experience work:


What happens when professionalism requires employees to become smaller?


Why do people spend more energy surviving work than finding meaning in it?


What does dignity look like when someone is struggling, questioning authority, setting a boundary, or making a mistake?


And what would change if organizations stopped treating humanity as an inconvenience?


This podcast is for employees who have survived unhealthy workplaces, leaders who want to create more human-centered organizations, HR professionals questioning traditional workplace practices, and anyone who has ever replayed a meeting, questioned their worth after a performance review, or received a pizza party instead of meaningful support.


Because organizations do not have a people problem.


They have a humanity problem.


And work becomes meaningful when dignity is protected.

© 2026 Please Mute Your Trauma マネジメント マネジメント・リーダーシップ 出世 就職活動 心理学 心理学・心の健康 経済学 衛生・健康的な生活
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  • The HR Paradox: Who Does HR Turn to When They Need Help?

    The HR Paradox: Who Does HR Turn to When They Need Help?
    2026/08/18

    What happens when one of the most influential organizations in human resources becomes an HR case study itself?

    In December 2025, a federal jury found the Society for Human Resource Management (SHRM) liable for race discrimination and retaliation, awarding former employee Rehab Mohamed $11.5 million in compensatory and punitive damages. SHRM disputes the verdict, unsuccessfully sought a new trial at the district court level, and is now pursuing an appeal. Meanwhile, SHRM’s employment-practices insurer has filed a separate lawsuit involving coverage of the $10 million punitive-damages award.

    But this episode of Please Mute Your Trauma isn’t simply about a lawsuit.

    It’s about credibility, power, professional standards, employee voice, workplace dignity, and what happens when there is a gap between what an organization teaches and what people experience inside it.

    SHRM helps shape the HR profession. Its certifications appear in job descriptions, its resources influence workplace practices, and organizations look to it for guidance on everything from employee relations and investigations to discrimination and retaliation.

    So Tiffany asks the uncomfortable question:

    If we treat an institution as a standard for the profession, what does that institution have to do to keep deserving our trust?

    In this episode, Tiffany breaks down what happened in Mohamed v. Society for Human Resource Management, why the timing and handling of the employee’s complaints became so important, what the jury actually decided, what SHRM argues went wrong at trial, and where the case stands now.

    Then the conversation gets bigger.

    What does an HR certification actually certify? Why do employers require SHRM credentials in the first place? Should professional authority ever be accepted without scrutiny? Can an organization be technically compliant and still leave people feeling fundamentally undignified? And is employee voice really meaningful if speaking up makes the employee less safe?

    Because knowing the policy is not the same as living it.

    Having the certification is not the same as having the courage to challenge power.

    And certification can demonstrate knowledge. It cannot certify humanity.

    This episode explores:

    • The SHRM discrimination and retaliation verdict
    • The $11.5 million jury award and SHRM’s ongoing appeal
    • Workplace retaliation and employee voice
    • Internal investigations and organizational trust
    • SHRM certification and professional credibility
    • The difference between compliance and dignity
    • Institutional accountability and organizational legitimacy
    • Why workplace culture is measured by what happens when someone actually uses the policy
    • What HR leaders and employers can learn from the case regardless of its ultimate appellate outcome

    This isn’t an argument to abandon SHRM, burn your certification, or assume one lawsuit defines an entire organization.

    It’s an invitation to question something much bigger:

    Who HRs HR? Who certifies the certifier? And who holds the standard accountable?

    Because work becomes meaningful when dignity is protected—and dignity requires more from us than knowing the right answer on the test. It requires us to live the answer, especially when nobody is grading us.

    Please Mute Your Trauma: Emotionally Unavailable During Working Hours

    Workplace trauma. Workplace dignity. Meaningful work. Organizational culture. Leadership. And the very human mess underneath all of it.

    We want to hear from you!

    Support the show

    If you have ever sat through a meeting wondering whether anyone was listening, received a pizza party instead of meaningful support, or been told to “bring your whole self to work” only to discover there were terms and conditions attached, you belong in this conversation.

    Please Mute Your Trauma explores workplace trauma, psychological safety, dignity at work, meaningful work, and employee well-being through humor, research, and honest workplace stories.

    Explore more episodes and resources at:

    PleaseMuteYourTrauma.com

    Have a workplace story, question, or random Wednesday thought? Leave Tiffany a message at:

    888-629-5081

    Because work becomes meaningful when dignity is protected.
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    44 分
  • Corporate Gaslighting at Work: The Starter Pack Nobody Asked For

    Corporate Gaslighting at Work: The Starter Pack Nobody Asked For
    2026/08/11

    Ever leave a workplace meeting and immediately call your best friend just to confirm that you did, in fact, hear what you think you heard?

    Welcome to the Corporate Gaslighting Starter Pack.

    In this episode of Please Mute Your Trauma, Tiffany Collins takes on workplace gaslighting, broken promises, corporate buzzwords, psychological contracts, organizational justice, workplace trauma, and the strange systems that somehow keep underperformers protected while the person actually improving everything gets labeled “difficult.”

    With plenty of humor, Tiffany explores what happens when an organization says it values transparency, innovation, and employee voice—but employees learn that honesty can come with consequences.

    We also look at the leadership side of the equation, including a real example from Alan Mulally’s leadership at Ford and what happens when leaders make it safer to tell the truth instead of perform success.

    Because sometimes disengagement is not laziness.

    Sometimes resistance is memory.

    And sometimes cynicism is grief wearing business casual.

    If you have ever documented a conversation “just to confirm your understanding,” panicked over a calendar invite titled “Quick Sync,” or wondered why the person holding the entire department together was somehow the one who got cut, this episode is for you.

    Work becomes meaningful when dignity is protected.

    We want to hear from you!

    Support the show

    If you have ever sat through a meeting wondering whether anyone was listening, received a pizza party instead of meaningful support, or been told to “bring your whole self to work” only to discover there were terms and conditions attached, you belong in this conversation.

    Please Mute Your Trauma explores workplace trauma, psychological safety, dignity at work, meaningful work, and employee well-being through humor, research, and honest workplace stories.

    Explore more episodes and resources at:

    PleaseMuteYourTrauma.com

    Have a workplace story, question, or random Wednesday thought? Leave Tiffany a message at:

    888-629-5081

    Because work becomes meaningful when dignity is protected.
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    40 分
  • Workplace Betrayal: Broken Promises and the Moving Carrot

    Workplace Betrayal: Broken Promises and the Moving Carrot
    2026/08/04
    Broken promises at work do more than disappoint us. They create burnout, erode trust, and can turn hope into a management strategy.In this episode, Tiffany Collins examines “the moving carrot”: the promotion, staffing support, job security, recognition, or relief that always seems almost within reach. Drawing from her experience accepting a 50 percent pay cut during COVID while managing three children’s remote schooling, attending graduate school, experiencing a significant medical emergency, and ultimately being laid off, Tiffany explores what employees can lose while trying to prove their loyalty.She also examines how chronic understaffing turns competence into evidence that a broken system is supposedly working, why appreciation is not the same as reciprocity, and how repeatedly moving the finish line can lead to burnout, disengagement, and workplace betrayal.SHOW NOTESHow many times can an organization tell an employee to “just hang in there” before hope stops being motivation and starts becoming a management strategy?The moving carrot is the thing employees are encouraged to keep sacrificing for:The promotion that is supposedly coming.The additional employee who will be hired after the next budget.The workload that will calm down after one more project.The recognition that never becomes compensation, authority, or meaningful support.The promise that loyalty will eventually be returned.The carrot remains close enough to keep the employee moving, but every time they approach it, the conditions change.In this episode of Please Mute Your Trauma, Tiffany shares the deeply personal cost of chasing that promise.During COVID, while working at an architecture firm experiencing significant financial losses, Tiffany agreed to a 50 percent reduction in pay. As a single mother facing an unprecedented economic crisis, she believed that helping the firm survive until its PPP funding arrived would help protect her employment.At the same time, she was supporting three children enrolled in different schools through remote learning, completing graduate school, and continuing to perform her job at an unsustainable pace.Then she experienced a significant medical emergency and needed FMLA leave.Approximately one month after returning, she was laid off.The loss was not only the job or the money. It was the time, energy, health, and presence she had sacrificed while believing she was protecting her family.Her children received less of her while she was trying to prove her value to an organization that ultimately could not protect her.Tiffany also explores another familiar workplace carrot: the promise of additional staffing.When leaders repeatedly acknowledge that the workload is unreasonable but continue postponing help until the next budget, quarter, or planning cycle, the employee’s ability to keep everything functioning can become the organization’s justification for doing nothing.The staffing model did not work.The employee worked.There is a difference.IN THIS EPISODETiffany explores:• What separates ordinary disappointment from workplace betrayal• How broken workplace promises damage trust• Why employees continue sacrificing for uncertain rewards• The unwritten psychological contract between employees and organizations• How job insecurity can be used to extract additional labor• The personal cost of chronic understaffing and overwork• Why exceptional effort becomes the new minimum expectation• How organizations transfer operating costs onto employees and their families• Why burned-out employees may become guarded, quieter, or disengaged• How leaders can distinguish honest possibilities from promises they cannot guarantee• What genuine reciprocity looks like at work• How to recognize when the finish line is continually movingFIVE THINGS TO TAKE WITH YOU1. Name the carrotIdentify exactly what you believe you are working toward.Is it a promotion, additional staffing, recognition, job security, compensation, flexibility, or relief?Once you name the carrot, you can ask whether it is real, approved, measurable, and genuinely within reach.2. Calculate the complete costDo not measure the sacrifice only in hours or money.Consider what it is costing your health, family, sleep, attention, emotional capacity, and ability to be present outside of work.The cost does not disappear simply because it is absent from the organization’s budget.Someone is still paying it.3. Stop confusing appreciation with reciprocity“We could not do this without you” may sound like praise, but it can also reveal a dangerously fragile system.Appreciation says thank you.Reciprocity changes something tangible: staffing, compensation, workload, authority, resources, or expectations.4. Pay attention when the conditions changePlans and budgets legitimately change.But when every fulfilled requirement produces a new requirement, every timeline becomes another conversation, and every sacrifice is expected to continue...
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    36 分
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