Impact on the Workplace
When a workplace experiences a traumatic event or disaster, effective leadership from supervisors is essential to guide the team through both immediate and long-term responses. Here's a structured approach for supervisors to manage the impact of trauma at work.
First and most importantly, recognizing that it is not “business as usual,” supervisors should acknowledge the impact on the team and anticipate the distress that employees are likely to experience. Effective leadership involves developing a plan to support employees while managing critical business activities.
Crisis Management Briefings
Creating Crisis Management Briefings (CMBs) for mid-level, senior, and executive management has consistently proven to aid in the recovery of employees at all levels. These CMBs can be useful in understanding the range of psychological experiences pre-incident, during an ongoing incident, and post-incident for internal and external disasters. One or a series of CMBs can significantly help staff retention and team morale, as well as reduce stress that can result in clinical errors and accidents, resulting in physical injury in the workplace. Knowing what the impact of a disaster can be and how to mitigate some of the more debilitating signs and symptoms that tend to increase during times of higher-than-usual stress can result in cost savings for your organization by reducing excessive use of PTO and sick days.
Know the Common Reactions to a Disaster
There are typical physical, cognitive, emotional, and behavioral reactions individuals might experience following a traumatic event. Understanding these reactions can help supervisors recognize signs of distress and provide appropriate support. These reactions are normal responses to abnormal events, helping to normalize the experience and prepare for effective intervention.
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Supervisor’s Immediate Response
Communication: Provide clear, accurate, and timely information about the incident to control rumors and set expectations. Communicate with compassion and ensure all team members receive the necessary information simultaneously.
Support for Injured or Deceased Employees' Families: Handle communications sensitively, respecting the family's privacy and wishes regarding information sharing.
Workplace Support: Encourage open discussions about the incident, allowing employees to express their feelings and concerns. Be visible and accessible to facilitate these conversations.
Immediate Work Needs: Assess and prioritize critical tasks to maintain essential operations. Provide clear instructions on handling work responsibilities, especially if some team members are unable to perform their usual duties.
Self-Care for Supervisors and Employees
Prioritizing self-care is crucial for both supervisors and their teams in the aftermath of a traumatic event. Encourage the adoption of practical self-care strategies, which emphasize the importance of maintaining regular routines, engaging in physical activity, and the potential need for professional assistance. Supervisors should lead by example, utilizing these practices to manage their own well-being effectively. This proactive approach helps maintain the mental health of the entire team, ensuring that everyone has the support they need to navigate through these challenging times.
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Continuing Response
Long-term Support: Implement strategies to assist with the team's long-term recovery and emotional healing. This may include memorializing lost team members, recognizing the anniversary of the event, and continuing to provide access to professional mental health support.
Ongoing Communication: Maintain an open dialogue about the incident and its impacts. Allow team members to discuss their feelings and recovery progress over time.
Adaptation and Learning: Use the experience to develop better policies and practices for handling future incidents, enhancing the organization's resilience and preparedness.