It’s June, and if you're a manager, your inbox may be full of reminders about Juneteenth (at least in the U.S.) and Pride Month. Maybe you’ve seen the social media posts or been invited to special webinars.

Or maybe your organization isn’t doing anything.

But what about you, as a manager?

After the posts are published and the calendar turns to July, it’s easy to think that the box has been checked. Or that the job of showing "support" belongs to HR.

But as a manager, your role doesn’t stop at acknowledgment. It starts there. The video below tackles one real question, and the blog shares practical tips you can use all year long.

Support Doesn’t Require Complete Understanding

Holidays can feel complicated at work. Not everyone celebrates the same ones, or even knows what to say about them. You might be unsure how to acknowledge something you’ve never experienced yourself.

And you may have an inner voice that wonders, “If I say something, am I making a statement I don’t totally understand - or even agree with? Or do I just sound like I’m doing it because someone told me to?”

All very common questions.

Supporting your team doesn’t mean you have to fully understand or agree with every part of someone’s identity or experience.

It means recognizing that how people feel shows up in how they work. And that belonging, safety, and empathy aren’t just “nice to have” - they directly impact performance.

Support can be simple:

Knowing that sometimes a day off can be especially welcome during emotionally heavy weeks (like the example I give in the video about the first time my organization was off for Juneteenth).

Recognizing that colleagues may want time off for Pride (like someone I spoke with whose organization prohibited taking any PTO in June - even though they'd already booked travel for a Pride parade). 

Listening without judgment (because what feels like “just speaking honestly” in the moment can sound very different in a Glassdoor review - or a legal filing).

Letting people know you’re there, even if you don’t have all the right words (because sometimes just asking, “What would be most helpful?” goes further than saying the perfect thing).

You're Not a Therapist - But You Are a Leader

You don’t have to be able to personally relate to someone else's experience to acknowledge Juneteenth, and you don’t need to understand every part of someone’s identity to show respect during Pride Month.

You are expected to create an environment where people feel supported and respected - or the reverse, that they don't feel unsupported or disrespected.

Because when employees feel like no one really gets - or even cares about - them, they pull back. They disengage or do just enough to get by (or less). It shows up in how they work and interact with others, and whether they choose to stick around.

And the data backs it up. According to McKinsey research, a person’s relationship with their manager is the single biggest factor in how they experience work - and second only to mental health in terms of impact on overall life satisfaction. In other words, a few words of support can make someone want to stay at their job - and sometimes, they can change someone’s life.

Meet People Where They Are (Not Where You Are)

One of the most important things you can do as a leader is meet people where they are - not where you are. That means not assuming someone shares your beliefs, background or comfort level.

You don’t need them to.

Support doesn’t start with "sameness." It starts with respect.

It’s okay if a team member is going through something you don’t fully understand. In the video, I share a story about a manager who wasn’t sure how to support an employee transitioning genders - something they’d never encountered before (at work, or outside of it). Work is one of the few places where you’re regularly faced with situations that are new to you, and how you respond doesn’t just affect someone’s work - it can shape their life.

What matters most is creating a culture where no one feels like they have to figure it out alone - or hide it altogether.

What to Do Beyond the Month

After June ends, here are three ways to keep the momentum going:

1. Be Curious - But Don’t Make It Their Job to Teach You
You’re not expected to know everything. But you can make a difference by taking initiative - and what you learn can show up in how you lead.

When someone opens up about something personal, and you later say: “I wanted to understand more, so I did some reading - if there’s anything else I can do to support you, let me know,” that says a lot. It shows respect. It shows effort. It shows you're trying.

2. Don’t Just Watch for Output - Pay Attention to People
Work isn’t only about what gets done—it’s how people feel while they’re doing it.

If someone’s quieter than usual or skips the team lunch, don’t assume. Try: “Hey, we missed you earlier - anything I can do to support you this week?” That simple check-in can go a long way.

3. Make Support an All-Year Thing
Empathy isn’t seasonal. Don’t wait for a headline or a holiday to care. Keep checking in, asking questions, and showing interest—because people remember who made them feel seen after the spotlight moved on.

What This Means for Managers

You don’t have to be perfect. You don’t have to say all the right things.

But you do have to lead.

The more you practice thinking about others’ experiences, the more natural it becomes - and the more you start to understand your team members as individuals, not just employees. That kind of connection is often what sets great managers apart.

And it doesn’t just impact work - it can shape how someone feels about their job, their team and even their life overall.

So, even if you think “work is work,” remembering that life shows up at work can help you get work done. And you may just become the kind of manager they remember - in the best way.

Want more real-talk tips like this?

Managers have one of the biggest impacts on someone’s experience at work - but often get the least support on how to lead well.

At Manager Method, we help close that gap by giving you the tools - and the words - to make the most of your impact. From handling tough conversations to supporting your team through change, we’ve got your back.

Explore Manager 101  to help you - or the managers you support - handle the hard stuff, build real trust and lead in a way that actually works.