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When we experience collective traumas like mass shootings, social injustice movements, and pandemics, it’s critical for leaders to cultivate workplaces where employees feel supported and safe. These events can have overwhelming effects on mental health, and the ripples of these events are often felt throughout the workplace. Before I share some steps that leaders can take to create a trauma-sensitive work environment, let’s take a minute to define trauma and collective trauma.
The American Psychological Association (APA) defines trauma as an emotional response someone has to an overwhelmingly negative event. It is the result of a significant amount of stress that overwhelms the individual’s internal (mental, emotional, etc.) capacity. Trauma can be caused by a range of events, from personal experiences like abuse, neglect, severe illness, death, or violence to natural disasters like hurricanes and earthquakes.
On the other hand, collective trauma occurs when a group or community experiences traumatic events together. This can include natural disasters, pandemics, terrorist attacks, war, or social issues like systemic racism. It’s important to know that collective traumas are not just shared by individuals who experience the event directly; they can affect communities and entire nations.
Leaders have an amazing opportunity to develop a trauma-sensitive work environment. Below are some strategies that can be implemented in any environment.
Acknowledge the Trauma. The first step in creating a trauma-sensitive workplace is acknowledging that these events affect your team members. Silence can often be interpreted as indifference. Leaders should address the issue, and show empathy and understanding. This could be accomplished by sending thoughtful emails, hosting mindful meetings, or dedicated moments of silence. Recognizing trauma is critical in validating your employees’ feelings and experiences.
Provide Access to Mental Health Resources. Providing mental health support is critical for your employees. This could include implementing an EAP, access to counseling services, mental health days, and resources like workshops on coping mechanisms. Employers should make sure that there’s no stigma attached to utilizing mental health services. When leaders highlight the importance of mental health in the workplace, it reinforces that employees’ well-being is a priority for the organization.
Encourage Open Communication. Create an environment where employees feel safe to express their feelings and concerns. This could be through weekly or monthly check-ins or regular feedback sessions. The communication should be two-way; leaders should also be transparent about their own feelings and the steps the organization is taking to address the trauma. Doing so creates trust and community.
Train Managers in Trauma Sensitivity. Managers directly influence their teams’ day-to-day experiences. Training them to recognize signs of trauma, how to communicate effectively during these times, and how to support their team members is critical. Managers should be equipped to handle sensitive discussions and provide guidance on accessing available resources.
Adjust Workloads Appropriately. Recognizing that productivity might decrease during times of collective distress is important. Leaders can adjust expectations and deadlines, where possible, to mitigate stress. This type of support can reduce the pressure employees feel while struggling to balance work and emotional distress.
Develop a Culture of Inclusivity and Respect. A trauma-sensitive workplace is one that values inclusivity and respect for all employees. Employers should ensure that their organizational culture condemns discrimination and supports diversity. This includes being mindful of the ways different cultures process trauma and offer support that is respectful and appropriate.
Lead with Empathy and Compassion. Throughout all these steps, the most important action a leader can take is to lead with empathy and compassion. Leaders must recognize the human aspect of their employees and prioritize well-being over productivity during difficult times.
Creating a trauma-sensitive environment is not just about responding effectively to traumatic events. It’s about integrating empathy, support, and resilience into the culture of the organization. Leaders play a critical role in this process, and their actions can impact the recovery and well-being of their teams. When we experience collective trauma, we must remember that our strength lies in our unity and our compassion for one another.
If you’re interested in creating a trauma-sensitive organization, learn more about our organizational leadership certification. We also offer individual workshops. Please contact us to learn more about these workshops.
Contact us today to discover how we can help you build a safer workplace for yourself and your team through trauma sensitivity training.
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