What are the best resources for employees who have experienced a critical incident?

Es gibt mehrere Verfahren die man anwenden kann. Hier habe ich ein paar Eindrücke: Betriebliche Gesundheitsförderung (BGF): Fitnessprogramme Ergonomische Arbeitsplatzgestaltung Stressbewältigungsworkshops Gesundheitstage oder -kampagnen. Flexible Arbeitszeitregelungen: Teilzeitarbeit Homeoffice-Möglichkeiten Gleitende Arbeitszeiten Familienfreundliche Maßnahmen: Kinderbetreuungseinrichtungen Elternzeit-Regelungen Flexible Arbeitszeiten für Eltern Diese fallen mir ein.

I am an advocate of preventative measures. Investing in mental fitness training for employees can be a proactive and effective way for employers to help prevent crises during critical incidents. Here's why it's beneficial: 1. Mental fitness training equips employees with the tools and strategies they need to build resilience and cope during critical times and bounce back sooner from setbacks. 2. Early intervention: Mental fitness training can help identify and address early warning signs of distress or burnout before they escalate into full-blown crises. 3. When employees are mentally fit and resilient, they are better able to focus, concentrate, and perform at their best.

EAPs gained prominence during the COVID pandemic wherein employees were forced to work from home and required help to deal with various mental health issues remotely. Post the pandemic EAPs continue to be important as they help being a go to source of professional help which is easily accessible by the employees. Corporates do understand the importance of using professional help over regular HR interactions and hence engaging EAP service providers to meet the need.

Employees coping with critical incidents benefit from resources like Employee Assistance Programs (EAPs) offering counseling. Critical Incident Stress Debriefing (CISD) helps process trauma. Online mental health platforms provide accessibility. Educational materials on resilience and coping strategies aid self-help. Encourage peer support and communication. HR departments and mental health professionals can guide individuals to suitable resources, fostering a supportive environment for recovery.

Aconselhamento e apoio psicológico: Disponibilize serviços de aconselhamento com profissionais de saúde mental treinados para lidar com trauma e estresse pós-traumático. Isso pode incluir sessões individuais ou em grupo, permitindo que os funcionários expressem seus sentimentos e recebam apoio emocional.

If any employee or employees are going through stress it is important to help them early so that it doesn't become severe or else it may lead to depression. This is harmful for the employee & also for the Company since it may lead to lower productivity, efficiency & effectiveness. According to my experience & experience of helping my students/clients and program participants Yoga, Meditation, breathing techniques and Yogic Principles and Lifestyle helps a lot in overcoming stress and negativity and avoiding depression. This helps the Companies also in improving productivity, efficiency, effectiveness, loyalty & commitment towards the work. Companies must take initiative to organise Wellness Programs for their employees.

Eine weitere Ressource liegt in der persönlichen Erfahrung, einen "kritischen Vorfall" bereits erfolgreich bewältigt zu haben

La gestion du stress dans un situation critique est essentielle. Pour ma part, je pratique plusieurs massage qui vont véritablement vertu à diminuer l’anxiété de la personne. Prendre une pause détente tout en dynamisant son corps avec un message Amma, pour diminuer le stress, augmenter l’endorphine du bien-être, augmenter la vigilance Prendre une pause détente avec un soin pieds/mains pour dire merci aux partir du corps qui sont le plus sollicité, d’étendre son corps pour évacuer les tensions.

In my experience, I have found that the key to many stress is maintaining a lifestyle that implements self-care. This includes a healthy lifestyle of clean eating (plant based diet), exercise and some form of meditation. Oftentimes, it means changing your current place of employment, routine or activities. This includes your lifestyle choices as well as selection of friends.

peer support group is a tool that works well, as long as there is a history of high levels of "psychological safety" in the group. Psychological safety allows to express oneself without fear of retaliation, bullying and keeps the group with high levels of cohesion, especially in critical situations.

Research has shown that having friends at work can significantly reduce stress levels. Peer support groups can be incredibly valuable in this regard. They provide a safe and supportive space where individuals can come together to share their experiences and offer each other emotional support. Whether it's a group focused on mental health, addiction recovery, or just general life stressors, peer support groups can be a powerful tool in managing stress and improving overall well-being.

Most of the resources explained so far can also be implemented online. In my experience, it is very useful to have an app that complements all the actions carried out in situ. Above all, I think it is very useful in preventive follow-up. You can also offer through this apps resilience training programs to help employees build coping skills, manage stress, and develop strategies for bouncing back from challenging situations. And, as I said, ensure ongoing support for employees beyond the immediate aftermath of the critical incident, including regular check-ins, additional counseling sessions as needed, and opportunities for feedback and reflection.

Employees who have experienced a critical incident can motivate them and shift them to yoga, pranayam, daily exercise , meditation. Teach them to avoid alcohol, smoke and caffeine items. Motivate them psychological.

Recovery from a critical incident depends on individual and group variables. For example, the person's capacity for resilience in the face of adverse situations. Investing in individual and group resilience training (Marisa Salanova) can help reduce the negative impact of a traumatic situation.

In general, small companies and start-ups do not have formal critical incident management programs. In these cases, the reaction of those in positions of authority and leadership is key, as they act as role models (according to the learning-by-modeling theory) and protective resources in the face of stress (according to the job demands/resources theory).

Employers and companies should be clear and definite policies and programs and also clear them to employees. Motivational programs should also be there for the employees.

•encouraging the employees to reach out to their support networks ie friends, family, or colleagues talking about their stress can help alleviate stress. • Engage in physical activity as Exercise is a powerful tool for reducing stress whether it’s going for walk or going to the gym • Teaching them to use techniques like Tapping or heavening which are extremely effective to eliminate stress • Encouraging employees to Set boundaries to prevent burnout . This may include limiting work hours, saying no to additional tasks, and prioritising self care activities. • encourage employees to Seek professional help if they are struggling to cope .

É uma premissa para qualquer empresa procedimentar todas as suas atividades, pois, caso contrário, alguma atividade irá ficar sem controle e sem a prevenção de riscos e quanto ocorrer o incidente crítico, até Plano de Atendimento a Emergência, não irã ser aplicado de forma correta. Então, todo e qualquer atividade, precisa ser elaborada com avaliação de risco de cada passo e ainda, ter uma resposta a emergência, bem plano de atendimento eficaz para o atendimento, além de todas as ferramentas necessárias para o atendimento, o que caso contrário, irá prejudicar a eficiência no atendimento e aumentar o risco de insucesso na resposta a ocorrência.

I think you have covered well the elements of a CISM program of support. What is missing to me is foundational. A workplace culture that supports an awareness of and grassroots support for psychological self care is essential. Leaders have to walk the talk. If that isn’t there, the elements of the program will exist but the staff will not willingly use it or trust it. Also any significant employee force such as a union has to be also in agreement with and support the use of your problem. Workplace culture and confidentiality is critical to the success of the peer support program. And occupational cultural awareness is critical for the professional providers to support the employees.

From experience many organisations have even extended the EAP facility to immediate family members of the employees as the environment at home is as critical as that at the workplace for work life harmony of an employee. The online services are of nominal cost but the value add they can bring to an employee and the family’s well being cannot be overemphasised.