What are effective ways to manage trauma in employees?

In my experience refers to prioritize understanding and responding to the effects of trauma on individuals and groups within the workplace. This framework acknowledges that many people have experienced trauma in their lives, which can significantly impact their behavior, emotions, and interactions with others, including within professional settings. The key elements of trauma-informed supervision and leadership for me are: understanding trauma, creating cafe environments, building trusting relationships, promoting self-care, sensitivity in feedback and correction, training and education, and adapting policies and procedures.

Creating a trauma-informed work culture is a necessary facet of the world we live in. Trauma is everywhere and it will seep into every layer of your company. But getting truly trauma-informed means consulting an expert, because the popular culture is filled with misunderstandings and myths. It can feel overwhelming to lean into these difficult topics - so in addition to support for your team, transparency of the issues, and accountability as a leader, make sure you are also tending to your own needs and challenges. Finally, realize that true healing takes time - maybe longer than you think. Be in it for the long haul.

Human connection is the most important factor in responding to a traumatic event at work. Being there for the people who have experienced the trauma. Sitting with them for as long as they need and listening to them. They may not want to say much, and that's fine; they may still be integrating and making sense of what just happened. They might have questions and ask for different types of support. Be as supportive and caring as possible - be human. The people who bounce back the fastest are always those with the most support and genuine care around them.

It starts by normalizing that at some point in professional or personal life, we all go through trauma. Listen, empathize with them and avoid bombarding them with too many questions, it might trigger a defensive response. Encourage them to Seek EAP and ensure the confidentiality. People managers should be trained in empathy and recognizing signs of Trauma, it helps in creating healthy work culture.

Todos los seres humanos hemos pasado por algún tipo de trauma. Es parte de nuestro proceso de desarrollo. La mejor manera de apoyar a alguien es escuchando, empatizando y dejarles claro que cualquier emoción que sientan es completamente válida. Somos personas, no robots.

The 24x7 Toll-Free Mental Health Rehabilitation Helpline KIRAN (1800-599-0019) was launched by DEPwD, Ministry of Social Justice and Empowerment in 13 languages to provide relief and support to persons with Mental Illness and in view of the growing incidence of mental illness, particularly in the wake of Pandemic COVID-19. Union Minister for SJ&E Shri Thaawarchand Gehlot launched it yesterday through Webcast along with poster, brochure and resource book on helpline.

I'm a trauma therapist, so I work with trauma daily. For me, self-care is preventative: I am mindful of how many clients I see in a week, I ensure I get at least 9 hours of sleep a night, I have regular supervision and therapy, I exercise regularly, and I make time for nourishing conversations and connections. If I find myself dwelling on someone else's trauma, I am mindful of that and do some meditation practice, and if needed, I will speak to my supervisor.