What are the best ways to support employees experiencing trauma?

1 Recognize the signs

If you notice any changes in your employees' mood, behavior, or productivity, difficulty concentrating, remembering, or making decisions, withdrawal, isolation, or avoidance of certain situations or people, anxiety, fear, anger, sadness, or guilt, physical complaints such as headaches, fatigue, or insomnia, or increased use of alcohol, drugs, or other coping mechanisms then it's important to recognize the signs and symptoms of trauma. Approach your employees with empathy, respect and compassion and let them know that you are concerned about their well-being.

2 Provide flexibility and resources

The second step to support employees experiencing trauma is to provide them with flexibility and resources to help them cope and heal. Trauma can have a great impact on an employee's ability to perform their job. As a manager or leader, you can offer them options to adjust their workload, schedule, or environment, according to their needs and preferences. For example, you could allow them to work remotely, part-time, or flexibly; reduce their workload or assign them less stressful tasks; extend their deadlines or give them more breaks; provide them with a quiet, comfortable, or safe space to work; and connect them with professional support, such as counseling, therapy, or employee assistance programs. By providing these resources and flexibility, you demonstrate your care for your employees' well-being and recovery while trusting them to manage their work in a way that works for them.

3 Communicate effectively and respectfully

The third step to support employees experiencing trauma is to communicate with them effectively and respectfully. Communication is paramount for building trust, rapport, and understanding between you and your employees, particularly during times of crisis or distress. However, this can be difficult when dealing with trauma, as it may be hard to know what to say or how to say it. To communicate effectively and respectfully with employees experiencing trauma, try to listen actively and attentively without interruption or judgement, express empathy and compassion, respect their boundaries and privacy, validate their feelings and experiences, and offer support and assistance. By doing this, you can demonstrate that you acknowledge and respect their trauma, as well as that you are willing to support them in any way possible.

4 Encourage self-care and coping skills

The fourth step to support employees experiencing trauma is to encourage them to practice self-care and coping skills. These strategies are essential for managing stress, increasing well-being, and aiding in recovery. Relaxation techniques such as breathing, meditation, or yoga, physical exercise like walking, running, or swimming, healthy eating and sleeping habits, hobbies and interests, and social support like talking to friends or family can all be beneficial. As a manager, leader, or colleague, you can promote self-care by modeling the behavior yourself and sharing your own strategies; providing information, tips, or resources; creating a supportive work culture; and recognizing and rewarding their efforts. By encouraging self-care and coping skills, you can help your employees cope with their trauma and boost their resilience and well-being.

5 Educate yourself and others

The fifth step to support employees experiencing trauma is to educate yourself and others about trauma and its effects. Trauma is a complex and multifaceted phenomenon that can affect people in different ways, so increasing your awareness and understanding of the impacts is key. Additionally, this can help reduce stigma and discrimination against those who have experienced trauma. To do this, you can read books, articles, or blogs about trauma and trauma-informed care, attend workshops or webinars on the subject, seek feedback from experts or peers, or share your knowledge with others. By educating yourself and others, you can create a trauma-informed work environment and contribute to a culture of learning, empathy, and support for employees who are dealing with trauma.

6 Follow up and monitor progress

The sixth and final step to support employees experiencing trauma is to follow up and monitor their progress. This is important as trauma can have long-term and recurring effects on the well-being and performance of employees. As a manager, leader, or colleague, you can show your commitment to their recovery and well-being by checking in regularly, providing feedback and recognition for their work, reviewing and adjusting their workload as needed, referring them to additional support or resources if needed, and celebrating their milestones and successes. Following up and monitoring their progress will demonstrate that you care about them and appreciate their efforts and contributions.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?