Authors: Kelley Elliott and LaTonia McGinnis from CBIZ's Engagement & Wellbeing Consulting Team
During these unprecedented times, healthcare professionals may find their risk for compassion fatigue, stress and burnout are at an all-time high as they face new challenges presented by the pandemic. Understanding that the scope of this crisis is now a marathon and not a sprint, it’s imperative that tailored support and strategies are established to assist these essential employees. Here is a look at potential strategies at the employer level that can help mitigate the stress of the current climate.
- Utilize Current & Community Resources
Insurance carriers, benefits partners and EAP providers have a breadth of resources that can be offered to employees. Topics may range from self-care to financial wellbeing to dependent care. In addition to employer-sponsored resources, communities have rallied to provide their healthcare providers with support as well. Take inventory of the resources available for employees and create a communications plan to ensure they are seen, understood, and easy to access.
- Bring Wellbeing to the Front Lines
Encourage employees to take time for themselves and their families. Communications and positive notes that come directly from senior leaders and direct managers are especially important to support this effort. Try using this video to spur conversations between leaders, managers, and team members. Establish a “Care Cart” that is filled with snacks/beverages, meal deliveries and encouraging signs, cards or mementos. Lean on the community for donations. For example, children may be able to create posters or cards and a local organization can host a drive to support the stocking of the “Care Cart.” Also, recognition is key during this time. Be sure to continue to celebrate birthdays, work anniversaries, and peer to peer shout outs.
- Assemble a Task Force
Implement a task force or committee that is devoted to supporting the health and wellbeing of front line workers and support staff, as well as streamlining and promoting high quality communications. This team may include representatives from groups such as behavioral health, spiritual care, human resources, wellbeing champions, and marketing.
- Develop a Buddy System
Challenging times can isolate people in fear and anxiety. By establishing a buddy system, team members are able to confidently talk to colleagues and receive support from one another. For example, encourage buddies to check on each other during off days and share how they are utilizing self-care and community resources. While at work, buddies can gently remind each other to take breaks and make sure their basic needs (food, water, etc.) are being met. Encourage staff to call a “Code Lavender” if they see another employee struggling. Leaders should find someone to cover for the employee so that they can go to a respite room, with lavender, chocolates or other care items and reset.
- Prevent Burnout and Traumatic Stress
Be on the look-out for signs of burnout and secondary traumatic stress and encourage employees to preform regular self-check-ins to identify symptoms of anxiety and depression. These signs could include: prolonged sadness, difficulty sleeping, intrusive memories, or thoughts of hopelessness. Free burnout, anxiety and depression tests are available to help your team members’ self-identity. For more information about identifying symptoms, visit the CDC website. As possible, coordinate with your EAP or pastoral care to have a counselor come on-site. If you feel as though you have an employee suffering from burnout, depression or anxiety here are some communication tips to start the conversation.
- Respect Differences
It’s important to understand that each employee may deal with stress in a different way. For example, some employees may be reluctant to share how they are feeling if they perceive that it may make other people more uncomfortable. Others may not recognize what they are feeling or why they experiencing aches and pains, moments of panic, or lack of motivation. Even more, other employees may be easily irritated by challenging colleagues, defensive about feedback, or less tolerant about special requests. As an employer, offering a variety of coping strategies and support methods can ensure that the needs and preferences of all employees are being met.
For additional resources to support healthcare professionals, visit the American Medical Association website.
