• HR, Managers & Supervisors
  • Consultation
  • Referrals to EAP
  • Critical Incident Response
  • Training
  • Resources
    • Critical Incident Handouts

Critical Incident Handouts

Resources for managers with employees affected by Haiti

• Supporting Haitian Employees
• How To Help
• Identifying Traumatic Reactions in the Workplace
• Manager's Guide following a traumatic event
• Reactions to expect following a critical incident
• Supporting Grieving Employees
• Symptoms- Impact from a traumatic incident
• Tips for Managers after a workplace critical event

As a supervisor, you have THREE KEY responsibilities:

1. First, to provide information about the EAP to your employee. This means you need to know the facts ( the who, what, where, when and how of the program).
2. Second, to encourage a troubled co-worker, friend or subordinate to use the program if she/he is having a personal problem. We all develop friendships at work. This is natural. And it’s over coffee or lunch that a friend might indicate that something has gone wrong at home, a financial problem has developed or legal assistance is required. This would be an opportunity to mention the EAP and suggest to your co-worker/friend that he/she check it out.
3. Third, to refer the employee with an on-going, continued job performance decline to the EAP. The EAP can serve as a supervisory tool for you when dealing with an employee whose performance is declining.

A BRIEF SUPERVISORY GUIDE - Intervening To Save A Good Employee

Saving Good Employees Online
This presentation is in a pdf format. To view simply click on the above link.