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RECOVERY: A model for stressed out workplace

Managing employees is never easy. Being an effective manager is especially difficult during periods of conflict and increased anxiety. Employees will be looking to you for information and answers. It is important to be honest, sincere, clear and correct. In some situations, you may be the only source of information within your organization. So it’s essential to communicate often, and to help employees access resources for self-care.

As employees look to you for guidance, not only will they listen to what you say, but they will also watch what you do. So be aware of your actions as well as your words. Below is an acronym to help you remember how to deal with stressful situations. It can help your employees recover during these uncertain time sand assist you with thinking through your own stress management.

RECOVER
R - recognize. People handle stress and feelings about not being safe in different ways. Not all employees will be forthcoming in expressing feelings at work.

E - educate. Be certain to share with employees what the state is doing to solve the budget crisis. Provide frequent updates -- even if you don't have all the answers. Knowledge is power when people feel powerless. Educate employees about stress and anxiety management. You may have to learn more about stress and anxiety management to educate employees on the impact of stress and anxiety on mental, physical, cognitive and emotional functioning.

C - create. Create an atmosphere in which employees are comfortable being involved and talking with you candidly. Give employees permission to openly discuss their fears and concerns.

O – open. Open and honest communication with employees is vital. Encourage employees to ask questions and allow them to comment or offer feedback. It’s okay to say that you don’t know the answer, but find out the answer and follow up with that particular employee. Conduct regularly scheduled staff meetings to keep the lines of communication open.

V - validate. Empathize with an employee's concerns or expression of emotion. It is more helpful to validate an employee's emotion by saying, "Yes, of course you're concerned right now – would you like to talk for a moment?” Often, people just want to be heard.

E - explore. Help your employees clearly identify problems and then assist them in finding possible solutions. Use special programs such as stress and anxiety management and communications skill training, etc.

R – refer. Don't feel that you have to be the counselor. Let our EAP Program help. Make certain that the phone number for our EAP Program (1-800-451-1834) is posted in the work area. Also, keep a supply of brochures on hand. If an employee is having difficulty with stress or anxiety that is affecting job performance, refer him or her to the EAP. If employee reactions are severe and employees are having trouble coping, a work-site group CISD (Critical Incident Stress Debriefing) might be the best option. Counselors at the EAP phone number can consult with you about the best options for individuals or groups of employees.
Call Our EAP
If you or someone you care about needs help, you may wish to contact our Employee Assistance Program (EAP). EAP counselors are available 24 hours a day, every day of the week, to provide confidential assistance at no cost to you. Contact our EAP Program at 1-800-451-1834. Information and other resources are also available online at the Bureau of Human Resources at www.maine.gov/bhr/sos or the Division of Employee Health and Benefits at www.maine.gov/beh