How to address trauma in the workplace:
Individualization
- Each person is experiencing a unique response to trauma and may need individual support to get into a routine that works for them. Some may feel more motivated while others may be feeling stuck in their anxiety or stress.
- Have consistent check-ins with staff and avoid making assumptions about how people are doing and what they are experiencing. Providing a supportive, open dialogue to increase effective communication regarding needs.
- Provide on and off campus resources and have resource information readily available (see below).
- Have open dialogues regarding in-person safety (sanitization, personal space, etc).
Community
- Creating a sense of community in small and large work environments. Community care helps build resilience when experiencing traumatic events. Cohesion in the workplace can go a long way.
- Taking time to check in with each other at the beginning of meetings, incorporate mindfulness and breathing exercises, create committees to address relevant topics, walk to get coffee together, get lunch together, engage in activities together outside of work.
Strengths-Based
- Celebrate small and big wins. The adjustment process may be bumpy. Take time to look for and acknowledge progress, positive changes, strong work ethic, and growth. Even small compliments can reinforce positive workplace behaviors and provide a sense of encouragement.
- Provide consistent, clear expectations and communication. This will allow employees to feel secure in their work and increase productivity.
- Create a collaborative space. Have all employees contribute to establishing shared goals. Understand that there is going to be a “new normal” and the way things used to be done may no longer be the most effective approach.
Supporting Employees’ Adjustment
- Stay up to date on recommended health measures. Communicate and implement these measures immediately. Have appropriate, clear protocols in place (i.e. in case of exposure or illness)
- Focus on employee health and wellbeing.
- Include ways to help support employees in leadership training.
- Keeping open communication for employees to express concern, admit mistakes, and seek clarification is important in the recovery and adjustment process. Employees shouldn’t feel fear of negative repercussions and punishment. Provide support, actively listen, address non-work concerns, model and encourage self-care.
Flexibility & Grace
- Provide flexibility when possible. This would look different for different job positions but could provide a collaborative experience in identifying schedule or deadline flexibility.
- Allow employees to step away from their desks or even take short walks in the workday to recharge or regroup.
- Acknowledge that it will take time for employees to adjust and adjustment may look different in each person.
- Avoid judgment and intentionally listen to employees. Create a safe space for employees to advocate for their needs.
- Collaborate with supervisors and employees on ways to improve workplace culture.
- Promote self-care (see below).
- Normalize difficult emotions related to adjustment.
Helpful Links
