When the Worst Happens

Transcription

1 When the Worst Happens Employee Care and Support During and After Crisis

2 Welcome

3 Let s imagine Your seemingly healthy, 45-year-old finance director collapses on her way to a staff meeting. She later dies. Where do you focus your attention? What practical and emotional needs might employees have in this situation? How would you address these needs? What do you have in place to help you help employees in situations like this?

4 Types of Crises Natural Disasters: Tornados, Earthquakes, Hurricanes, Flood, Fire, Derechos Health Situations: Death, epidemics / pandemics Technology: Security breaches, major systems or technology failure Confrontation: As a result of internal disputes, ineffective communication, or lack of coordination Ethical Dilemmas: Employees / management commit crimes or take actions with known harmful consequences Workplace Violence: Violent acts involving employees Financial: Lack of funds or bankruptcy Terrorist attacks / man-made disasters

5 Cumulative Stress Overload Cumulative stress overload can lead to extreme stress reactions such as PTSD or harm to oneself or others Everyday stressors: Careers Relationships Spouses Children Finances Deadlines Traffic Crisis stressors: Death Major illness / injury Manmade dangers (assault, active shooter) Natural disasters Loss of communication The unknown

6 Common Stress Reactions Physical Gastro, sleep, weight Psychological / Emotional Anxiety, anger, guilt Behavioral Irritability, substance abuse Cognitive Memory lapses, loss of concentration Social Isolation, blaming

7 Common Impacts of Stress For the Employee Loss of motivation Absenteeism Decreased productivity Decreased quality of work Diminished creativity Inability to work with others Fatigue Other maladaptive coping mechanisms For the Organization Decreased morale Internal erosion of trust Poor public perception Challenges in recruitment and retention of employees

8 A Model for Employee Care and Wellbeing Manage stress before, during and after a crisis using the Stages of the Emergency Management Cycle: Prevention: On-going preventative measures Preparedness: Plans or preparations made prior to the emergency / crisis Response: Actions taken to resolve the crisis, putting preparedness plans into action Recovery: Includes actions taken to return to normal or an even safer state following a crisis

9 Prevention Train staff about what to do in times of crisis Establish clear lines of authority and responsibility Know your personnel / co-workers Maintain an updated emergency contact list for employees and create a pre-established plan for how employees can check on their families Create and maintain a thoughtfully planned communications strategy for internal communications Provide ongoing training to ensure staff knows all safety procedures and policies

10 Prevention: Education and Training Develop and implement emotional and behavioral health education for all levels within the organization Introduce emotional and behavioral health programs / policies from the beginning of employment Include a behavioral health component in professional development courses and mandatory supervisor / manager training

11 Prevention: Resource Infrastructure Employee Assistance Programs (EAPs) Peer-support Programs: Public Safety, DSS Chaplaincy Programs: Public Safety Other Mental Health Resources: Identify therapists who specialize in traumatic events Treatment Programs: Understand available inpatient and outpatient programs Other organizations / localities: Identify other agencies / localities that have resources available in case of community-wide crisis National Resources: FEMA s Crisis Counseling Assistance Training Program

12 Preparedness Develop a mental health action plan to follow during and post-crisis Develop a process for identifying and managing mental health injuries Create plans for redundancy in key staff positions to avoid excessively long shifts or burnout Update and test internal communications strategy Develop a plan for increased or additional security at affected locations Plan for logistical support such as food, shelter, back-up utilities, etc.

13 Response and Recovery Activate your plan and the resources you ve prepared Control the organization and pace of the response and recovery efforts Pace yourself for days / weeks of recovery Acknowledge the situation and its individual impact on people, including yourself Watch out for each other and be conscious of those around you Take frequent rest breaks and be alert to signs of mental and emotional fatigue

14 Tips for Managing Stress As Leaders Model and encourage others to embrace a multi-dimensional state of wellness: Physical Social Intellectual Occupational Environmental Spiritual Emotional Organizationally Promote a culture of open communication Promote wellness opportunities Visibly commit to the emotional well-being of everyone in the organization Train managers to identify warning signs of stress reactions

15 Peer-based Monitoring Peers are key for identifying employees who may need assistance following a crisis situation Look for changes in: Interaction with co-workers Interaction with the public and other agencies Participation in daily activities, training Increased sick leave usage General disposition Eating habits Sleep patterns Social media usage

16 Conclusions Managing stress before, during and post-crisis is a critical step in the healing/growing process The more prepared employees feel the better the crisis will be managed and the impacts of stress minimized Building resilience is not achieved quickly or easily; building a resilient culture focused on health and wellbeing of employees takes time Wellbeing starts with you; demonstrate intentional transparency and vulnerability Healthy organizations talk about their experiences and learn from them

17 Questions? Additional Resources SHRM Managing Through Emergency and Disaster Toolkit Guide to Managing Stress in Crisis Response Professions Communicating with the Workforce During Emergencies FEMA Crisis Counseling Assistance & Training Program Feel free to contact either of us: Rachel Brozenske, Emily Pelliccia,

18 Additional Resources

19 Common Stress Reactions Physical Gastrointestinal problems Headaches, other aches and pains Visual disturbances Weight loss or gain Sweating or chills Tremors or muscle twitching Being easily startled Chronic fatigue or sleep disturbances Immune system disorders Psychological / Emotional Feeling heroic, euphoric or invulnerable Denial Anxiety or fear Depression Guilt Apathy Grief Angry Emotional roller coaster Frequent crying Cognitive Memory problems Disorientation and confusion Lack of concentration Difficulty prioritizing or making decisions Loss of objectivity Behavioral Increase or decrease in activity level Substance use or abuse Difficulty communicating or listening Irritability, frequent arguments Inability to rest or relax Decline in job performance/absenteeism Excessive worrying/hypervigilance Becoming accident prone Social Isolation Blaming Difficulty giving or accepting support Inability to have fun

20 Multi-dimensional State of Wellness Physical Social Intellectual Occupational Environmental Spiritual Emotional

21 Dimension: Physical Wellness Characterized by maintaining a healthy body & seeking care when needed. Diet and Nutrition (health eating habits) Exercise (regularity & intensity) Stress Management (ability to reduce/cope with stress) General Health (seeks medial care when needed)

22 Dimension: Social Characterized by effective social roles and a support network. Quality & Quantity of Interactions with Family Members Quality & Quantity of Interactions with Others Group Affiliations (developing/maintaining involvement)

23 Dimension: Intellectual Characterized by having an open mind for new ideas and continuing to expand one s knowledge base. Participation in Continuous Learning & Professional Development Participation in Mentally Stimulating Activities Learning a New Task or Skill

24 Dimension: Occupational Characterized by personal satisfaction, selfexpression, enjoyment, professional development & relaxation. Hobbies Volunteerism Cultural Travel

25 Dimension: Environmental Characterized by the space in which one lives and the balance between the environment and oneself. Geographic Preferences (atmosphere, proximity to friends/family) Compatibility with Financial Resources Suitability and Appreciation of Residence Access to Resources and Preferred Activities Weather

26 Dimension: Spiritual Characterized by sources of value and inspiration. Level of Spirituality (sense of meaning and purpose) Commitment to Core Values (living in harmony with values) Maintaining or Deepening Spirituality (meditation, prayer, attending a place of worship, connecting with nature, etc.)

27 Dimension: Emotional Understanding ones feelings and coping effectively with stress. Appreciation and Gratitude Living in the Present (wisely and earnestly) Expression of Feelings (both positive and negative) Self-Esteem Self-Efficacy Adaptability and Resiliance (coping and welcoming change) Outlook and Personal Control