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Most crisis situations progress in predictable stages. Therefore, employees may be expected to experience predictable reactions to the stress of a crisis, an accident or death. Generally these reactions last approximately four to six weeks, but may take longer depending upon the severity of the trauma. Usually after that time, psychological balance returns.
During this period, employees may experience various stages of crisis. Those stages include:
- Shock. The initial stage, which usually lasts from several days to several weeks, is often characterized by shock and numbness. At this stage, employees may reject help from the company since this would force them to confront their feelings. Employers should, however, continue to offer help to employees, since help may be accepted when employees move into the second stage of crisis resolution.
- Anxiety. Guilt, depression and anxiety are usually associated with the second stage. This stage is characterized by obsessive thinking, sleep disturbances, and anxiety, as memories of the crisis become overwhelming. For some individuals, these symptoms result in inertia and lethargy. During this stage, employees may have the greatest difficulty in dealing with their jobs. They may exhibit short attention spans, may cry at inappropriate times or may be disassociated from others. Employers should allow workers some time to resolve feelings and emotions associated with this stage. Employees who are receiving help can work through this stage in several weeks.
- Anger. Strong, often irrational anger and defensiveness accompany the third stage of crisis. Employees in this stage often look for slights where none are intended. In this stage, employees are starting to fight back to cope with the crisis. Employees may overreact to criticisms of themselves with defensiveness and anger.
- Denial. The fourth stage is usually one of denial. For example, if a worker was involved in a workplace accident, he or she may blame the accident on the company and accept no responsibility for his or her role. At this point, companies may want to discuss culpability, if it exists, with employees. The employer should help employees to understand that the company did or did not do whatever was humanly possible to avoid the accident. Motivational or pep talks, on the other hand, may increase employee hostility.
- Acceptance. The final stage of the crisis is characterized by an uneasy acceptance of the crisis, death or accident and a desire to get on with a normal life. Employees, at this stage, experience a sense of relief. Their periods of remorse or anxiety are brief. At this stage, employers may want to start having brief discussions with employees about any anticipated work problems and provide concrete suggestions of ways employees might handle on-the-job difficulties.
Reprinted with permission. © CCH
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