Managing Employee Performance Affected by 'Buatan Orang,' 'Sihir,' or Black Magic in the Workplace

In many Asian and Muslim communities, there’s a deep-rooted belief that illness or strange occurrences in a person’s life could be the result of 'buatan orang,' 'sihir,' or black magic. While this may sound like folklore to some, for others, it’s a very real part of their cultural fabric, and it can affect their day-to-day life—sometimes even showing up in the workplace.

So what happens when an employee comes to you and says, "Boss, I think I’ve been affected by sihir," and their performance starts to drop? Their energy might drain, focus may wane, and it can leave them feeling helpless. As HR leaders or business owners, how do we manage such situations sensitively while keeping the business running smoothly?

1. When Performance Issues Go Beyond Work Stress

Let’s imagine this scenario: Ali, a usually energetic and focused member of your team, has suddenly been coming to work looking pale, tired, and distracted. His work performance is slipping, but when you ask him what’s wrong, his response isn’t stress or burnout—it’s something more. He confides in you that he believes someone may have used 'black magic' against him.

Now, as a professional, it may seem difficult to manage, but it’s important to remember that whether or not you believe in these things, he does. To Ali, this is a real challenge impacting his health, focus, and job performance.

2. Understanding the Cultural Impact

In many parts of Asia and Muslim-majority regions, the belief in black magic, curses, or spiritual disturbances is still prevalent. Employees affected by what they believe to be 'sihir' may show signs of exhaustion, emotional instability, or even physical symptoms like headaches or body pain.

Culturally, it’s not uncommon for people to seek the help of spiritual healers, imams, or bomohs to resolve these issues. When you understand this cultural context, it becomes easier to approach the situation with compassion rather than dismissing it as superstition.

3. Recognizing the Signs

So, how do you identify if an employee might be going through something like this? Besides hearing them speak openly about it, there are common signs:

• Unexplained fatigue and energy loss.
• Inability to focus or concentrate on tasks.
• Sudden emotional changes or anxiety.
• Withdrawal from coworkers or increased absenteeism.

While these could easily be symptoms of burnout or stress, when paired with a belief in 'buatan orang,' it’s essential to address the issue with both care and cultural awareness.

4. Addressing the Issue with Sensitivity

Let’s take another example: Sara, who works in accounting, has been getting her tasks wrong, missing deadlines, and seems constantly on edge. When you check in, she explains that her family believes she has been affected by a curse placed on her.

Here’s where your role as a leader becomes important. How do you respond?

• Listen first. Show empathy and try to understand how this belief is affecting them.
• Create a safe space. Let them know they can speak about these issues without fear of ridicule.
• Offer flexible support. Some employees may want time off to seek spiritual healing. Others might need emotional support like counseling.

5. Providing Practical Solutions

Once you’ve acknowledged the problem, it’s time to help them find solutions. If they believe spiritual healing is necessary, consider allowing them the time and space for it. This might mean offering a few days off for recovery, or in more serious cases, granting a temporary part-time work arrangement.

You can also offer to connect them with an Employee Assistance Program (EAP) that might help them cope with the mental and emotional toll of their situation. Counseling or therapy might provide additional relief, even if the root cause is believed to be supernatural.

In some companies, particularly in regions where these beliefs are common, it’s not unheard of to bring in trusted religious or spiritual leaders to provide blessings or cleansing rituals for the employee or even the workspace. While it may seem unconventional to some, for the affected employee, it could provide a meaningful sense of relief.

6. Keeping the Business Running

But while all of this is going on, the business must still go on, right? Here’s where HR and managers must get creative.

• Redistribute tasks. If Ali or Sara’s workload is too much for them to handle while they recover, consider delegating some of their tasks to others temporarily.
• Temporary solutions. Depending on the nature of the work, explore part-time or reduced hours to give the employee time to heal without causing a complete halt in productivity.
• Monitor performance improvement. Keep checking in with the affected employees to see how they’re doing—both from a well-being and performance standpoint.

7. Promoting Workplace Well-Being

Prevention, as they say, is better than cure. While you can’t prevent 'buatan orang' or 'sihir,' you can create a workplace that promotes physical and mental well-being. Simple steps like encouraging regular breaks, mindfulness practices, and stress management workshops can help employees feel more grounded.

For companies with a diverse workforce, offering seminars or programs that discuss cultural practices and beliefs could also create an environment where employees feel comfortable expressing themselves.

8. Developing a Holistic HR Approach

To effectively support employees facing such challenges, HR teams should take a holistic approach that incorporates cultural awareness and sensitivity into overall wellness programs. Consider the following:

• Cultural Sensitivity Training: Train managers and leaders on how to approach these conversations with empathy and understanding.
• Flexible HR Policies: Allow for flexibility in terms of time off, medical leave, or even spiritual support when needed.
• Incorporating Mental Health Support: Offer access to counselors, religious leaders, or traditional healers if employees request it.

9. Conclusion

Balancing cultural sensitivity with business needs isn’t always easy, but it’s essential in today’s global workplace. Understanding and respecting your employees’ beliefs—even when they involve things like black magic—creates a more inclusive, compassionate environment.

As a leader, your job is not to pass judgment but to ensure your team can perform at its best, even if that means occasionally dealing with situations that challenge your beliefs. After all, the business must go on, but so must your employees’ well-being.

By creating a workplace that accommodates cultural beliefs, offers flexible support, and promotes holistic well-being, you’re not just managing employee performance—you’re building a resilient, culturally inclusive organization.