Four simple steps to support a full recovery from traumatic incidents at work
Employers must fight back, recoup and restore normality as quickly as possible. To do this takes precision, preparation and perseverance. And you might just need some extra external help too. It can help to have a response plan in place prior to a traumatic incident. Proactive approaches are always more efficient and successful. But understandably, this isn’t always possible. Traumatic incidents are abrupt, unexpected, and this is partly why they leave such a lasting impact. But what should be the priority when trauma does strike? Support your workplace to a full recovery with the four simple steps below.
1. Clear, open communication
Talking. It clarifies, connects and helps to re-establish trust in an organisation after a traumatic event has occurred. Ensure you talk with managers and colleagues about what’s happened. Be open and clear in your approach. It will encourage employees to speak up should they find that they’re struggling. Ask how you can best support your people and listen to what they have to say. This kind of feedback can help guide your response plan.
2. Spot the signs
Traumatic events have the potential to be extremely harmful to employees’ mental and physical health. There’s also a risk of employees developing post traumatic stress disorder (PTSD) in response to the event. Employers, people managers and line managers must be aware of the signs that an employee might need more support. Here are some things to look out for:
- Avoiding other team members
- An influx of annual leave requests
- Poor work performance
- Extended periods of low mood
- Angry episodes
- Feelings of anxiousness and low self-confidence
3. Critical Incident Stress Management (CISM)
When a traumatic event happens at work, employees may find it extremely difficult to show up day in, day out. The environment could trigger painful emotions, making simple tasks seem almost impossible.
Critical Incident Stress Management minimises the effects of trauma, promotes wellbeing and aids recovery. This intervention can be delivered on-site in as little as 24 hours after the event has occurred. Specialised trauma-trained counsellors lead the sessions, who are experts in lessening the impacts of these out-of-the-ordinary events. They help to aid psychological recovery and identify anyone who might need extra support. Although there's a cost involved, it’s a small price to pay when the mental health of your employees is on the line.
4. Create a response plan
Making a full workplace recovery takes time. A response plan can help you to define your actions for the months ahead. Break down the exact actions you’ll take, including the people involved and what their responsibilities are.
Here are some potential pointers that you might wish to consider:
- Signpost employees to support. If you have an employee assistance programme, make sure your people know how they can access it. Other sources of help like the NHS, Mind and the Samaritans also have a plethora of self-help information that could help.
- Regular check-ins. Whether it's with line managers or via an anonymous survey, it is good to regularly check in with employees in the months following the incident. When employees feel supported, it’s likely to speed up their recovery.
- Be flexible. Employees may need to take time off and adjust to their routine if they are struggling. Encourage line managers to be flexible with requests and try to accommodate them where possible.
- Follow up meetings. Scheduling regular meetings can help you to understand where you are in the recovery process. It’s a good chance for leaders to address any issues, note things that have worked well and discuss potential concerns for the future.
This article is provided by Health Assured.
Supplied by REBA Associate Member, Health Assured
Health Assured is the UK and Ireland's most trusted health and wellbeing network.
