There are some employers who still don't realize how much trauma their people may have experienced or are experiencing. Maybe they're not convinced that they can do anything or should do anything to help employees who are struggling.
MORE IDEAS FROM Four Ways We Can Be Sensitive to Trauma at Work
A trauma-informed approach begins with understanding the physical, social, and emotional impact of trauma on the individual.
This approach incorporates three elements:
By being trauma-informed, it allows us to understand their potential paths for healing, recognize the signs and symptoms in staff, and put knowledge into policies, procedures, and settings.
Implementing trauma-informed approaches cannot be done overnight but this is a sustainable management technique.
It is important to infuse compassion into the workplace and the people from the top should also believe that it is a worthwhile endeavor.
In order to incorporate compassion in the workplace, we can ensure that compassion is a core corporate value and infuse it throughout the employee life cycle then you can begin to roll out the 4 Rs into your organization.
Trauma can affect the brain by manifesting as a heightened and prolonged stress response that can impair the functioning of key parts of the brain that are responsible for executive functioning, impulse control, and emotional regulation.
However, what is perceived as traumatic for one person may be perceived differently for another. There is no one-size-fits-all rubric for assessing what is traumatic and what isn't, which is why we need to learn trauma-informed approaches.
Trauma is basically a harmful personal experience that affects our well-being, even after the experience is over.
Harmful personal experiences can range from extreme changes, unexpected losses, high levels of uncertainty, etc., and experiencing such creates an adverse impact on well-being by showing symptoms of anxiety and depression, poor physical and mental health, poor regulation of sleep, eating, and emotions.
Happiness and satisfaction are subjective concepts – while for some of us monetary benefits can be equated with job satisfaction, some might strive for recognition of their hard-work and lose motivation on failing to achieve so.
No matter what the standards are, being content with our careers is crucial for maintaining the ‘work-life’ balance.
Not only is it possible to find happiness at work, but that doing so is unambiguously good.
Happier employees do better on all fronts, from day-to-day health to productivity to career advancement, and this consistently perks up the bottom line for the organization as a whole.
❤️ Brainstash Inc.