What are your best practices for supporting employees in crisis?

We need to ensure that employees' concerns are heard, and a collaborative approach is followed to come up with a common solution. Good working environment and keeping the employees motivated by regular connects, recognition and fun activities will help to build a better connect.

To recognize an employee in crisis, look for behavioral changes (like absenteeism or performance decline), emotional indicators (such as mood swings or visible distress), communication patterns (increased negativity or personal disclosures), physical symptoms (fatigue or frequent illness), and social withdrawal (isolation from colleagues).

-In my experience, I talk to everyone on my team every day to build relationships and encourage open communication, making sure they feel comfortable approaching me for support.

Start by ensuring open lines of communication where employees feel safe discussing their challenges. Provide access to mental health resources such as counseling services or employee assistance programs. Develop a crisis management plan that includes flexible work arrangements or temporary workload adjustments to accommodate their needs. Train managers in empathetic listening and crisis intervention techniques to ensure they can provide appropriate support. Promote a supportive workplace culture that reduces stigma around seeking help. Regularly check in with affected employees to monitor their well-being and provide ongoing assistance, fostering resilience and recovery during difficult times.

Open Communication: Encourage employees to share their concerns by creating a non-judgmental space for them to express their feelings. Confidentiality: Ensure any discussions about personal crises remain confidential to build trust and encourage openness. Non-judgmental Listening: Practice active listening without offering immediate solutions, allowing employees to feel heard and supported.

Supporting employees in crisis requires empathy, clear communication, and flexibility. Providing resources like mental health support, encouraging open dialogue, and offering flexible work arrangements can help. It's important to foster a safe, supportive environment where employees feel valued and heard.

Acknowledge the Situation: Quickly acknowledge the employee’s crisis and express your concern. Let them know you’re there to support them. Provide a Safe Space: Offer a private and comfortable setting for the employee to discuss their situation if they choose to do so

If I had this experience as a people leader, I would focus on recognizing the signs of employees in crisis. For example, if an employee's mood or behavior noticeably changed, such as increased absenteeism or withdrawal from team interactions, I would take proactive steps. In one situation, I noticed a team member was becoming less engaged and showing signs of burnout. I reached out with genuine concern, asking how they were doing and offering support. I then connected them with our employee assistance program and adjusted their workload to alleviate some pressure. By being attentive to these signs and addressing them early, I would create a supportive environment where employees feel valued and understood during challenging times

I always have monthly check in meetings with my direct reports and I start the check in with how are they doing mentally and physically. Creating psychological safety with your employees is important to gain their trust. Offer the employee in crisis company resources such as the Employee Assistance Program, my last employer had an Employee Crisis Fund. Ask the employee what they need from you during this time. Perhaps more flexibility in their schedule or exploring leave of absence programs. I would offer to meet with the team member more frequently if they felt that additional support and face-time with me would be of value.

Listening to your employee is crucial in supporting them in a time of crisis. It can be scary enough to come to your leader and be vulnerable, however leaders who create a safe space and show empathy as their employee shares what is going on with them create a new level of trust that employees carry with them. Listening also helps leaders to make a plan of action to best support the employee.

I agree so much with you Briana DeNeal-Findley. When we listen to truly understand our clients, we are taking a powerful step toward establishing rapport. When I do speak I focus a lot on validating my client and letting them know that their feelings in response to their challenge(s) are understandable. I've had clients tell me through feedback that these things made them feel safe with me, they weren't alone and they were safe to express themselves freely with me. It's amazing how just reminding someone that they have worth and that other people feel similar things in similar situations can allow a person to open themselves and pour their pain out, making implementation of coping skills and other helpful interventions possible.

Active Listening: Listen attentively without interrupting. Show empathy and understanding, and avoid jumping to solutions immediately. Validate Their Feelings: Acknowledge their emotions and experiences as legitimate. This helps in building trust and demonstrates that you care about their well-being.

Não existe outra forma a não ser ouvindo e apoiando de forma sincera, jamais podemos esquecer do humano, da pessoa, do individuo. Lembrando sempre de agir com o outro como gostaríamos que agissem conosco.

Flexible Hours or Remote Work: Allow flexible working hours or work-from-home arrangements to help employees balance personal and professional responsibilities. Leave of Absence: Offer paid or unpaid leave if necessary, ensuring that the employee has the time to handle personal issues. Reduced Workload: Temporarily adjust the employee's workload to reduce pressure during a crisis. Crisis Policies: Ensure there are clear policies in place for managing crises, including bereavement leave, medical emergencies, and mental health crises. Communication During Absence: Maintain regular, respectful communication with employees during their leave to ensure they feel supported but not pressured.

Employee Assistance Programs (EAPs): Inform them about available EAPs or counseling services that offer professional support. Access to Resources: Provide information on mental health resources, support groups, or other relevant services that may help them cope with their situation.

Follow-Up After the Crisis: Once the immediate crisis has passed, regularly check in with employees to see how they’re doing. Tailored Support: Ask employees what kind of support they need, rather than assuming a one-size-fits-all approach. Monitor Burnout: Ensure that employees returning from a crisis are not overburdened or burnt out as they re-integrate into their role.

Check-In Regularly: Follow up with the employee periodically to see how they’re doing and if additional support is needed. Adjust Support as Needed: Be flexible and willing to adjust your support based on their evolving needs and circumstances

If I had this experience as a people leader, I would make sure to follow up and monitor employees' progress and well-being during a crisis. This involves regularly checking in with them to understand how they’re coping and providing continuous support and encouragement. I would also keep an eye on their work performance and adjust expectations and goals as needed to accommodate their situation. Recognizing and celebrating their achievements, no matter how small, and offering constructive, positive feedback would be key. This approach ensures that employees feel valued and supported throughout their recovery, helping them reintegrate smoothly and maintain their well-being

Connecting with employees regularly can help them to come forward and discuss their concerns. Engage with people involved in the crisis and strategize to come with common solution. It is the employer's responsibility to ensure that the information shared is accurate and communicated clearly to everyone involved in the process.

If I were to have employees who were struggling and voiced their challenges to me openly, I would focus on collaboration and open communication to support employees in crisis. I would start by organizing one-on-one meetings to understand their specific needs and challenges. Providing access to external resources like counseling and support groups would be a priority. Internally, I would work with managers to adjust workloads and offer flexibility to alleviate pressure. Promoting a culture of openness would be key, encouraging employees to communicate their struggles and seek help. This approach would ensure that employees feel supported and valued, fostering a positive and empathetic work environment.

Employees should prioritize their well-being alongside their work commitments. A good working environment promotes work life balance which ensures employees are more productive, motivated and engaged. Employers who work towards the well-being of their employees are more likely to have a committed and productive workforce.

If I had this experience as a people leader, I would recognize the importance of self-care while supporting employees in crisis. Managing others' crises can be emotionally draining and lead to compassion fatigue or burnout. To maintain my effectiveness, I would ensure to set healthy boundaries and take time for self-care. This might include seeking my own support through mentorship or counseling, practicing stress-relief techniques, and maintaining a balanced work-life routine. By prioritizing my own well-being, I would be better equipped to provide empathetic and sustained support to my team, ensuring both my health and their needs are managed effectively

In addition to the steps mentioned, it's important to foster a culture where seeking help is normalized and encouraged. For example, I would regularly hold workshops or discussions about mental health and well-being to reduce stigma and promote awareness. By creating an environment where employees feel comfortable talking about their challenges, we can prevent crises from escalating. Also, implementing anonymous feedback tools can help employees express concerns they might not feel comfortable sharing openly. This proactive approach not only supports employees in crisis but also contributes to overall workplace wellness and resilience.