During times of national emergency it is important for employers to
provide compassionate responses to employee's concerns. As a company
your main goals are to:
- Facilitate a sense of security
- Normalize stress reactions.
- Provide a forum for employees to vent thoughts and emotions.
- Provide education about common reactions to traumatic events.
- Provide information on additional resources.
Best practices to reach these goals are outlined below:
1. Facilitate Informational Meetings
These meetings need to be facilitated by company representatives who
can remain objective to the best of their ability and who can allow for
employees' strong reactions. Taking an objective stance will allow
employees a sense of safety. These meetings will provide a sense of
structure, which also facilitates a sense of well being.
2. Point to Resources
At this crucial moment, the role of the workplace is to point
employees to the resources that are available to them. Group and
community support can go a long way in providing a sense of hope and
safety. Remind employees about the Employee Assistance Program.
Employees can also be reminded of other resources, such as places of
worship, loved ones, friends and neighbors. You can also brainstorm with
employees about any resources they identify.
3. Communication
Communication is essential. People can gain a sense of security
through information. Allow employees assess to information via radio and
television. Designate one or more "point persons" in the
organization that employees can go to for information. Provide formal
communication to employees as needed. Facilitate phone access for
employees in order to call family members.
4. Interruption Of Productivity And Interventions
At this time, it is important to anticipate that it can not be
business as usual for your company. Employees will be distracted and may
have a sense of danger and lack of overall safety. Expect that
productivity will be low. Some employees will find comfort in the
structure of work. Other employees may be more reactive and may need to
go home to be with loved ones. There may be some employees who are more
overwhelmed.
These persons may need professional attention and can be directed to
call the EAP on their own. Any employee can meet with an EAP provider in
the area. Employers should allow for this range of employee needs.
Identify your business priorities and communicate these to your
employees.
5. A Suggested Agenda for Meeting with the Employees
Step 1. Designate a meeting place and convene group meetings with
employees
- Limit groups to 15 employees.
- Groups can be by department.
- Limit meeting to 30 minutes.
Step 2. Discuss objective of meeting:
- To review current facts of the situation.
- To review information as it pertains to the company (if applicable).
- To allow employees to vent their responses.
- To educate about stress reactions.
- To educate about company resources and plan.
Step 3. Meeting
- Review events and facts.
- Allow employees to vent emotions and thought.
- Employees will have reactions that from anger to shock. Expect and support this wide range of responses.
- Listen.
- Encourage employees to speak one at a time.
- Distribute EAP handouts on stress reactions and self care.
- Remind employees of company safety protocols.
6. Company Response to the Greater Community
The employer can create as sense of hope by developing avenues of
actions. What can your organization do to help mobilize the community?
How can you be of help? Companies can call local community organizations
to offer assistance as dictated by the needs of the organization.
Donations and financial assistance can be made available to
organizations, families or individuals.
The American Red Cross is currently in need of blood donations.
Contact 1-800-448-3543 for additional information.
© 2007 CIGNA Behavioral Health
Self-Care Strategies | Helping Children Cope | How
Companies Can Help
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Survivor Guilt | Traumatic
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