Sadly, most of us will experience some sort of “work hurt” in our careers. This may be a demotion, a firing, bullying, or something more subtle but no less hurtful such as feeling undervalued, misjudged, or losing trust in someone. Organizations may have employee assistance programs available to provide therapist recommendations to hurting employees. HR professionals may be able to provide coaching or problem-solving support. But given the psychological harm of some of these work hurts including anxiety, depression, panic attacks, shame, PTSD, and myriad physical symptoms, could we be doing more to help them? Would a different model of assistance restore confidence, trust, and productivity faster -and- wouldn’t a faster recovery be well worth a greater investment in their healing? With a different organizational response to work hurts, who would provide the support – HR staff, managers, outside services? What additional skill building would need to occur in order to bolster support? Hear the results of recent research on the kinds of work hurts employees are experiencing and observing. Also learn what they report the impacts to be and how they have tried to heal. Recommendations for a different model of support will be offered at the conclusion.