Tips for managers, supervisors and co-workers
In the wake of a major storm, your employees who have faced evacuations and personal losses may feel varying levels of stress. Even employees in unaffected areas may be concerned about distressed co-workers and experience anxiety.

In trying times like these, it is understandable that your workers feel worried and at risk. Some may suffer overwhelming panic and other extreme responses.

It is helpful if you can recognize when reactions become excessive and less than acceptable for the workplace.

And when you see that someone is experiencing a severe stress reaction, you can help the employee. Knowing what to look for and how to be supportive are the keys.

Types of reactions
Stress shows up in four main types of reactions: physical, mental, emotional and behavioral. Each type has its own signs and signals. These include:

Physical: tiredness, insomnia, rapid heartbeat and breathing, twitching, chest pain, nausea/vomiting, dizziness,

Mental: confusion, inability to make decisions, poor concentration, forgetfulness, nightmares, flashbacks, trouble identifying known people or things, loss of sense-of-time or sense-of-place

Emotional: anxiety, grief, denial, survivor guilt, uncertainty, mistrust, irritability, agitation, loss of emotional control, depression

Behavioral: changes in normal activities, withdrawal, outbursts, substance abuse, pacing, suspiciousness, prolonged silences

How to help
Physical symptoms. Take the situation seriously if a worker begins showing physical symptoms of stress. Get medical help if the symptoms are unusual for the person and persist. Make sure someone stays with the employee in a comfortable, private area until help arrives.

Mental, emotional and behavioral symptoms. When the signs are mental, emotionl or behavioral in nature, it is important to address them calmly and compassionately.

• Use words and a tone of voice that convey empathy and support.
• Eye contact and a comforting touch can help.
• Speak slowly and calmly.
• Encourage employees to practice relaxation techniques. These include taking long, slow breaths or visualizing calming images.
• Allow stressed employees to speak about their worries, which often become repetitious. Repeat your own message of concern and safety.
• Let them know that you understand their desire to return to their family, and that you will support this decision once those in authority say that it is safe to leave.
• Expect and support emotional responses, such as crying, rocking or irritability. These are normal and can be comforting to stressed employees.
• Present yourself calmly in the face of angry reactions, which also are common. Help workers re-focus their anger in acceptable and productive ways. It may be helpful to move an angry person away from the group.
• Promote the use of employees’ personal practices and inner resources that can comfort them during times of stress.
• Keep accurate channels of communication open. Dispel rumors and speculation; they make a bad situation worse.
  • Schedule regular times for providing information
  • Ask questions to help confirm that information is heard correctly
  • Limit access to web and media reporting to scheduled time periods, such as on-the hour
  • If possible, check trustworthy government agency websites for updated information
• Find ways for employees to re-focus their energy. Routine work tasks can help them avoid dwelling on negative thoughts.
• Show them how to re-frame negative thoughts, which raise distress, into positive future actions. For instance, “I’m going to hug my partner/children/dog as soon as I see them.”

Use our resources
Your Aetna EAP is at your disposal. We work had to keep updated on resources available in affected areas and to connect you with support and information for a smoother recovery.

Call the Aetna EAP Management Services line at 1-800-921-9672 for more information. Professionals are available 24 hours a day, 7 days a week to provide confidential assistance.