The Navy has sent guidance to its managers and supevisors in the wake of the shootings at the Washington Navy Yard on helping employees cope, advice that could apply as well should similar incidents occur elsewhere.
It notes that employees can have strong personal reactions even if they don’t work directly at the affected site, especially those who had a significant personal exposure to the 9-11 attacks or other traumatic events. Common reactions include anxiety, uncertainty, irritability, fatigue, sleep problems, and restlessness. Additional work place impacts may include poor concentration, distractibility, concern about the safety of the work environment, withdrawal, and deteriorating performance, it says.
The Navy’s guidance (at http://www.public.navy.mil/donhr/Documents/Emergency%20Support/Tips%20for%20Supervisors_Pentagon.pdf ) includes this advice:
* Take care of yourself (or you will not be helpful to your subordinates).
* Listen carefully.
* Offer your assistance and listening ear, even if employees don’t ask for help
* Offer to help employees prioritize their work load and/or shift work or deadlines as needed.
* Give employees some private time if needed.
* Do not take employees anger or other feelings personally.
* Telling employees in distress to be strong, forget it, or to otherwise suppress their emotions is counterproductive to the healing process.
* Don’t minimize the feelings of your employees. Everyone reacts differently. Tell them that you are sorry that an event has occurred and that you want to understand and assist them.
* Don’t feel like you have to have all the answers or know exactly what to do. Just being there shows them that you care. (It is ok to ask them what they would like for you to do.)
* Remind employees that the Employee Assistance Program can provide additional information as well as confidential and free personal consultations.
Fuller guidance is here: http://www.public.navy.mil/donhr/Documents/Emergency%20Support/CSTS_aftermath_workplace_violence_supervisors.pdf
