Why it’s important to support your employees
There’s a human side to crisis. hospitals are made up of nurses, health care personnels and employees at every level will feel the impact in some way.
When it comes to a crisis, one thing is certain: big changes, even necessary ones, can shake an organization’s workforce to the core.
Understanding how to support your nurses during and after a crisis is crucial for maintaining a healthy work environment.
What the organization, its culture, and employee morale look like on the other side largely depends on how well a company is prepared and how quickly it can respond.
Ultimately, knowing how to support your nurses during and after a crisis will benefit your organization as a whole.
Managed poorly, the price is high. Managed well, your organization and your employees can come through the transition resilient, strong, and united in the Hospitals vision moving forward.
Understanding the psychology of change
To understand how to help your employees navigate a workplace crisis, it’s important to understand why it can be so hard.
For most people, work is more than just a job. A person’s identity is closely tied to their roles, their beliefs, perceptions, values, and more.
Supporting your staff during and after a crisis requires both immediate action and long-term strategies to address emotional, operational, and relational needs. Here’s a comprehensive approach:
During the Crisis
1.Establish Clear, Transparent Communication
Regular Updates: Keep staff informed with clear, frequent communication channels. This helps reduce uncertainty and builds trust. Leaders should be accessible to answer questions and clarify next steps.
Empathy in Messaging: Acknowledge the crisis’s impact on each individual. Transparent communication can help mitigate anxiety and foster a sense of solidarity .
2.Provide Immediate Emotional and Psychological Support
On-Site Support: Offer immediate access to counseling through Employee Assistance Programs (EAPs) or crisis intervention services.
Peer Support Networks: Encourage team huddles or peer support groups where staff can share experiences and coping strategies.
Visible Leadership: Leaders who “show up” set a tone of calm and reliability, which is crucial for easing the immediate emotional burden .
3.Ensure Operational Stability
Resource Availability: Make sure that necessary resources—whether they be personal protective equipment, logistical support, or additional staffing—are in place so that employees can focus on their roles during the crisis.
Flexible Work Arrangements: Adapt schedules or duties as needed to prevent staff overload and minimize burnout while addressing the immediate challenges.
After the Crisis
- Facilitate a Thoughtful Debrief and Reflection
- Structured Debriefing: Organize sessions where team members can express their experiences, lessons learned, and concerns. This process allows both individuals and the organization to recover and adapt their strategies.
- Feedback Loops: Encourage honest feedback to help refine future crisis responses and communicate any changes or improvements that will be implemented .
- Ensure Long-Term Mental Health and Well-Being
- Ongoing Counseling: Continue to provide mental health resources even after the crisis subsides. Extended support through counseling or wellness programs helps staff process their experiences and supports recovery.
- Self-Care Initiatives: Promote self-care practices by endorsing breaks, relaxation techniques, and wellness programs that encourage resilience and stress management.
- Rebuild Trust, Morale, and Community
- Recognition and Appreciation: Acknowledge the hard work and sacrifices made during the crisis. Personalized thank-you messages, recognition ceremonies, or even informal shout-outs can boost morale.
- Professional Development: As normalcy returns, offer training and development opportunities focused on resilience, crisis management, and team building to help staff feel supported and prepared for future challenges.
- Consistent Follow-Up: Maintain ongoing communication about workplace changes and institutional improvements based on the lessons learned from the crisis. This reinforces a culture of support and continuous improvement.
Key Strategies for a Nurse Leader for Managing Crisis
Supporting nurses after a crisis is a crucial responsibility for nurse leaders. Here are some key strategies to ensure their well-being and recovery:
1. Emotional Support and Debriefing
- Conduct post-crisis debriefing sessions to allow nurses to process their experiences.
- Encourage open communication where nurses can express their emotions and concerns.
- Provide access to counseling services or peer support groups.
2. Recognizing and Addressing Burnout
- Monitor for signs of stress, fatigue, and emotional exhaustion.
- Offer flexible scheduling or additional time off when needed.
- Promote self-care practices such as mindfulness and relaxation techniques.
3. Leadership Presence and Encouragement
- Be visible and approachable to reassure staff that leadership is engaged.
- Express gratitude and recognition for their hard work and resilience.
- Foster a positive work environment that prioritizes teamwork and mutual support.
4. Providing Resources for Recovery
- Ensure nurses have access to mental health resources and wellness programs.
- Offer training sessions on coping strategies and resilience-building.
- Implement policies that support staff well-being, such as workload adjustments.
5. Strengthening Team Cohesion
- Encourage peer support networks to help nurses lean on each other.
- Organize team-building activities to rebuild morale.
- Reinforce a culture of compassion within the healthcare team.
REFERENCES
- Dr. Dawn Ferrara, Calmerry.com, How Can You Support Staff During and After a Crisis?, Updated April 17, 2024, https://calmerry.com/blog/workplace-wellbeing/support-staff-during-crisis/
- 5 Tips for Supporting Nurses & Clinical Staff During a Crisis, Updated on December 6, 2021, https://www.careerstaff.com/healthcare-staffing-blog/healthcare-staffing/supporting-nurses-clinical-staff-during-a-crisis
- Moore C (2020) Nurse leadership during a crisis: ideas to support you and your team. Nursing Times [online]; 116: 12, 34-37.
Stories are the threads that bind us; through them, we understand each other, grow, and heal.
JOHN NOORD
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