根据下面资料，回答41-45题
Five Ways Managers Can Support Employees' Mental Health
Uncertainty breeds anxiety, and we are living in uncertain times. Between rising numbers of Covid-19 cases, questions about whether or not to reopen economies and businesses and the economic fallout of the pandemic, we don't know what will come next. And that's taking a toll on our mental health, including at work.
Prior to the pandemic, many companies had increased their focus on workplace mental health. Those efforts are even more imperative today. As we navigate various transitions over the coming months and years, leaders are likely to see employees struggle with anxiety, depressicn, burnout, trauma, and PTSD (post-traumatic stress disorder). So, what can managers and leaders do to support people as they face new stressors, safety concerns, and economic upheaval? Here's our advice.

41._______________
One silver lining of the pandemic is that it is normalizing mental health challenges. Almost everyone has experienced some level of discomfort. But the universality of the experience will translate into a decrease in stigma only if people, especially people in power, share their experiences. Being honest about your mental health struggles as a leader opens the door for employees to feel comfortable talking with you about mental health challenges of their own. Research has shown that authentic leadership can cultivate trust and improve employee engagement and performance.
42._______________
Don't just say you support mental health. Model it so that your team members feel they can prioritize self-care and set boundaries. More often than not, managers are so focused on their team's wellbeing and on getting the work done that they forget to take care of themselves. Share that you're taking a walk in the middle of the day, having a therapy appointment, or prioritizing a vacation at home and actually turning off email so that you don't burn out.
43._______________
Intentionally checking in with each of your direct reports on a regular basis is more critical than ever. Go beyond a simple "How are you?" and ask specific questions about what supports would be helpful. Wait for the full answer. Really listen, and encourage questions and concerns. Of course, be careful not to be overbearing；that could signal a lack of trust or a desire to micromanage.
When someone shares that they're struggling, you won't always know what to say or do. What's most important is to make space to hear how your team members are truly doing and to be compassionate. They may not want to share much detail, which is completely fine.
44._______________
Expect that the situation, your team's needs, and your own needs will continue to change. Check in regularly—particularly at transition points. You can help problem-solve any issues that come up only if you know what's happening. Those conversations will also give you an opportunity to re-emphasize norms and practices that support mental health. Don't make assumptions about what your direct reports need；they will most likely need different things at different times. Take a customized approach to addressing stressors, such as challenges with childcare.
45._______________
Now more than ever, you should prioritize go-ahead and preventive workplace mental health training for leaders, managers, and individual contributors. As more and more employees struggle with mental health, it's important to invalidate common myths, reduce stigma, and build the necessary skills to have productive conversations about mental health at work. If you don't have the budget for training, mental health employee resource groups are a low-cost way to increase awareness, build community, and offer peer support.
A．Cultivate company-wide trust
B．Build a culture of connection
C．Raise awareness of work-life balance
D．Invest in training
E．Be vulnerable
F．Offer flexibility
G．Model healthy behaviors
第（45）题选_______

A A

B B

C C

D D

E E