Younger employees often see a supervisor as a mentor, sometimes even a parental figure. When someone shares something raw — anxiety, a breakup, family conflict, grief — it's natural to want to help them work through it. That instinct is exactly what gets supervisors in trouble.

Here's where the line sits.

• Listen without judgment
• Ask how it's affecting their work
• Point them to the EAP
• Follow up on performance, not feelings

• Diagnosing what's "wrong"
• Advising on relationships, therapy, or meds
• Becoming their ongoing confidant
• Trying to fix it yourself

• You think about it outside work hours
• They reach out to you after hours for support
• You feel responsible for how they feel
• You're giving specific personal advice