The modern corporate world has significantly evolved from the rigid, exploitive systems of the past, unlike the slavery age, where labor was driven solely by survival, or the baby boomer era, where employees worked primarily to secure livelihoods. 

Today’s workforce (dominated by millennials and Gen Z) prioritizes peace of mind, freedom, and purpose in their careers. This generational shift reflects a growing emphasis on individual well-being and the need for workplaces to align with these evolving expectations.

Employee mental health and well-being have become central to a progressive work environment, and dealing with a person in crisis at work has become of utmost importance to the organization. Previously, job satisfaction was tied to financial stability or professional growth. 

The volatile nature of today’s business environment requires organizations to prioritize their workforce's mental and emotional stability amid crises and upheavals. The goal will remain unattended if leadership fails to deal with a person in crisis at work and manage the crisis in the workplace. 

Today’s employees and employers value psychological safety, autonomy, and inclusivity. Addressing these needs enhances productivity and ensures loyalty and innovation, which are critical in maintaining a competitive edge and progressive work environment.

This blog post will help you discover how to handle a crisis by supporting an employee in crisis. This is crucial for leadership and employees in need of helping a colleague in distress. Let’s explore this in detail.

What Constitutes a Workplace Crisis?

A workplace crisis refers to any unexpected event or situation that disrupts an organization's normal functioning, poses risks to employees' well-being, or threatens the stability of operations. 

These incidents range from isolated events to widespread issues, often requiring immediate attention and strategic intervention to minimize their impact. 

Crises at work affect operations and significantly influence employee mental health and morale. There are different types of crises in the workplace. For instance:

1. Workplace injuries or accidents involving physical harm or fatalities can lead to operational disruptions and employee emotional distress. 
2. Natural disasters or pandemics like COVID-19 or other black-swan events can disrupt everyday life and business routines.
3. Financial crises push companies to lay off employees and reduce operational costs to survive the situation.
4. The sudden death of a coworker can affect team dynamics and create a void due to a sense of loss and anxiety that hampers productivity and engagement. 
5. Matters related to personal lives, such as domestic violence or abuse spilling into the workplace, not only jeopardize the safety of the individual but also create an environment of fear and uncertainty for others. 
6. Cybersecurity breaches, harassment allegations, or public relations disasters can add to the crisis spectrum.

All such events impact employees' mental well-being and workplace morale. Witnessing or being directly involved in a crisis can lead to heightened stress, anxiety, and feelings of vulnerability. 

The trauma and impact can be so severe that teams struggle to maintain focus and cohesion for several months. This leads to tension and demotivation in the overall atmosphere of the workplace. 

If addressed, these effects can lead to long-term challenges such as:

1. Decreased productivity
2. Missed project deadlines
3. Compromised work quality
4. Higher absenteeism
5. Increased turnover

Understanding workplace crises, preventing workplace harassment, and recognizing the need to deal with a person in crisis at work are the foremost steps toward building a supportive organizational culture that prioritizes employee well-being during times of turbulence and chaos.

The Importance of a Crisis Response Plan

A well-established crisis response plan is more than an operational necessity; it is a psychological and sociological approach that elevates employees and organizations to navigate turbulent times effectively.

Here's why it is crucial:

Reduces Psychological Trauma

Uncertainty and fear can lead to heightened anxiety and stress among employees during a crisis. A clear and structured crisis response plan helps resolve these effects by providing a sense of direction and purpose. 

Knowing that established protocols are in place reduces feelings of helplessness and ensures emotional stability to minimize the long-term psychological impact of the crisis.

Creates a Sense of Control

Familiarity with a crisis response plan equips employees and leadership to know what to do in high-pressure situations. 

It provides a disaster preparedness strategy to significantly reduce panic. When individuals understand their roles and responsibilities, they are less likely to feel overwhelmed. This helps maintain composure and resilience during uncertainties. 

Let's understand it with the example of an experienced pilot flying a plane in the middle of a storm, whose composure is far ahead of passengers afraid of turbulence.

Enhances Social Cohesion

A crisis response plan promotes collective responsibility and teamwork. When everyone knows their part in the plan, it strengthens group dynamics and ensures that employees work together effectively. 

This collective effort reduces feelings of isolation and builds a supportive environment, which is essential for maintaining morale during challenging periods.

Reduces Workplace Uncertainty

Uncertainty during a crisis often leads to rumors and misinformation, which can exacerbate stress and conflict within the workplace. 

A well-communicated crisis response plan provides clarity and consistency. The goal is to ensure all employees have access to accurate information. This reduces “fear of the unknown” and helps maintain a calm, focused atmosphere.

Builds Trust and Confidence

Employees who see their organization proactively preparing for crises are more likely to feel valued and supported. 

A comprehensive crisis response plan signals that leadership prioritizes the well-being and safety of its workforce. This trust boosts morale and enhances employees’ confidence in their organization’s ability to drive through and recover from challenging situations.

A Step-by-Step Guide to Solid Planning for Reducing Workplace Crises

The following step-by-step strategy enables organizations to reduce the likelihood of escalating workplace crises by knowing exactly how to deal with a person in crisis at work. 

Let’s review these steps individually to understand how to manage workplace crises.

Step 1 - Identify and Assess Potential Risks

Conduct a thorough risk assessment to understand potential threats that could disrupt your organization. Use strategies or frameworks like:

1. SWOT (Strength, Weakness, Opportunity, Threat) analysis
2. Scenario planning and disaster recovery
3. Stakeholder mapping to identify vulnerabilities and critical risk factors
4. Keeping a close eye on environmental shifts that could pose new challenges

Disasters happen when you least expect them to. Proactively evaluating probable scenarios ensures preparedness for various crises before they occur. This is the perfect way to limit the impact of workplace crises instead of thinking about the solution after something happens.

Step 2 - Establish a Comprehensive Crisis Management Framework

Create a detailed framework outlining protocols for responding to crises. Define the types of potential crises (e.g., natural disasters, workplace injuries, data breaches) and develop response procedures tailored to each scenario. 

This framework should specify clear SOPs with defined employee roles and responsibilities at every level, ensuring accountability and efficient decision-making in high-pressure situations.

Step 3 - Develop an Effective Crisis Communication Plan

Communication is central to managing workplace crises. It is recommended to outline a plan that includes:

1. A dedicated crisis management team with pre-defined roles.
2. Key messages aligned with organizational values to ensure consistency.
3. Finalize communication channels suitable for reaching different stakeholders.

The plan should prioritize transparency, accuracy, and empathy to ensure trust and seamless collaboration throughout the crisis.

Step 4 - Train Employees and Simulate Crisis Scenarios

A controlled disaster is a methodology for testing a system's resilience to disaster. The same approach can stimulate scenarios to equip the workforce with the skills and knowledge to handle crises effectively. 

This is very important in high-risk workplaces for the physical and psychological training of the workforce. 

Conducting drills and simulations to familiarise employees with real-life crisis scenarios helps evaluate and reduce response times and identify areas for improvement. 

This proactive strategy builds confidence and integrates a mindset of readiness. Drills should be coupled with conducting regular training sessions on crisis protocols, safety measures, and communication strategies.

Workplace violence and harassment are significant factors in fueling workplace crises. Check out our Workplace Violence and Harassment Awareness Training for supervisors & employees.

Step 5 - Implement Ongoing Monitoring and Feedback Mechanisms

Maintain continuous oversight of the effectiveness of your crisis management strategies, such as:

1. Periodically review risk assessments and update crisis plans based on emerging threats. 
2. Establish feedback loops to gather insights from employees and stakeholders during and after crises. 
3. Use feedback and survey data to refine your processes and organization to evolve to meet new challenges and minimize future vulnerabilities.

Step 6 - Learn and Integrate Post-Crisis Insights

Once the crisis has passed, conduct a comprehensive review of the events and the organization's response. In case of unfortunate or disastrous events, perform a detailed root cause analysis of the incident. 

For an effective recovery plan, go through the following steps:

1. Conduct a detailed audit
2. Evaluate the effectiveness of the crisis management plan
3. Identify gaps or inefficiencies
4. Implement lessons learned
5. Keep improving as new information comes in

The only lesson learned from a failure or crisis is never to let it repeat. Document best practices and communicate all updates to employees. This last step ensures continuous improvement and safeguards against similar disruptions in the future.

How to Recognize Signs of a Mental Health Crisis

Mental health crises can significantly affect employees and the organization if not recognized and addressed promptly. Such crises may disrupt normal behaviors, productivity, and team dynamics in the workplace. 

Leaders and coworkers must identify early warning signs and take appropriate actions to support an employee in crisis. Below are the signs to help determine whether a colleague is going through a mental health crisis.

1. Don't Ignore Psychological Flags

Mental health crises often manifest through conditions such as anxiety, depression, and post-traumatic stress disorder (PTSD). These conditions can significantly impact an employee's ability to function effectively. 

1. Anxiety may present as excessive worry, restlessness, or frequent complaints of physical symptoms like headaches or nausea. 
2. Depression often leads to persistent sadness, low energy, or a loss of interest in previously enjoyable activities. 
3. Trauma is the memory of the past that haunts a person, impacting his social, individual, and work life. Traumas lead to Post Traumatic Stress Disorder (PTSD) that may result in hypervigilance, irritability, emotional numbing, or even flashbacks triggered by certain events or environments. 

Employees experiencing these conditions might also display avoidance behaviors, such as hesitating to engage in tasks or conversations that remind them of distressing experiences. 

Leaders should observe these emotional and behavioral cues and address them with sensitivity to support the affected individual effectively. The other factors below explore these emotional and behavioral anomalies in more detail.

2. Decline in Workplace Performance

A sustained decline in work performance is often one of the first signs of a mental health issue. Employees experiencing a crisis may find it challenging to focus, manage their tasks, or maintain the standards they previously upheld. 

The typical red flags that indicate a mental health crisis impacting performance include the following:

1. Consistently needing to complete tasks on time or requiring frequent extensions.
2. Delivering incomplete or subpar work that is out of character for the individual.
3. Struggling to concentrate, making frequent errors, or abandoning projects midway.

Leaders should carefully distinguish between occasional performance dips due to external factors and ongoing issues that may indicate more complex struggles.

3. Increased Absenteeism or Tardiness

Frequent absences or arriving late to work can signal that an employee is finding it challenging to cope with some issues. When employees start missing work without clear explanations or valid reasons, it can point to underlying problems, such as stress, burnout, or personal struggles. 

It can be evident through employees:

1. Taking excessive sick days or disappearing for long periods without notice.
2. Arriving late repeatedly or showing reluctance to begin the workday.
3. Finding excuses to leave the workplace early or skipping out on full shifts.

Tracking attendance patterns over time can help identify trends that suggest an employee might need assistance.

4. Withdrawal from Team Interactions

Social isolation is a common reaction during a mental health crisis. Employees may start to distance themselves from colleagues and avoid interactions that were previously normal for them. This could manifest as:

1. Becoming unusually quiet during meetings or avoiding contributing ideas in group discussions.
2. Declining invitations to team lunches, after-work gatherings, or other social events.
3. Restricting communication to essential work-related matters and avoiding casual conversations.

This behavior often stems from feelings of being overwhelmed or having low self-esteem and can disrupt team collaboration if not addressed.

5. Noticeable Changes in Behaviour or Mood

Sudden and drastic changes in an employee’s behavior or emotional state are often red flags. Mental health crises can cause individuals to react unpredictably to daily interactions or workplace challenges. Such as:

1. Becoming short-tempered, defensive, or overly critical in conversations.
2. Exhibiting frequent anger, frustration, or tearfulness without an apparent cause.
3. Showing a lack of interest in their work or appearing emotionally disengaged from tasks and colleagues.

6. Deterioration in Personal Hygiene or Appearance

An employee’s outward appearance can sometimes offer insights into their mental health. When someone is in crisis, they may neglect essential self-care due to feelings of exhaustion or apathy. The observations are evident as follows:

1. Appearing in the workplace with unkept hair, unironed clothes, or signs of poor hygiene.
2. Exhibiting visible signs of exhaustion, such as dark circles, pale skin, or surrendered body posture.
3. Showing physical signs of stress, such as weight loss, obesity, tremors, or a general decline in physical appearance.

Such signs often indicate that the individual struggles to manage daily routines and needs support.

7. Expressions of Hopelessness or Burnout

Employees experiencing a mental health crisis may express feelings of hopelessness, despair, or a lack of purpose. While these expressions can sometimes be subtle, they are critical to address. For instance:

1. Saying things like “I can’t do this anymore” or “I’m just so tired of everything.”
2. Losing interest in promotions, projects, or long-term career development.
3. Making offhand comments that reflect low self-worth or exhaustion, such as “I’m just not good enough” or “Nothing I do seems to matter.”

Whether direct or indirect, these statements should prompt leaders to initiate an immediate private and supportive conversation.

8. Heightened Conflict or Sensitivity

Mental health struggles can make it harder for employees to navigate interpersonal dynamics. They can lead to more frequent conflicts or sensitivity to criticism. Your employees may start responding emotionally or defensively to even minor constructive criticism. 

It also impacts the entire team as a person in crisis starts disagreeing with colleagues or escalating minor misunderstandings into significant conflicts.

These behavioral anomalies indicate a likelihood of underlying stress, frustration, or a reduced ability to cope with workplace demands.

9. Risky or Unusual Behaviour

In severe cases, employees in crisis might display behaviors that are concerning or out of character. These behaviors can include:

•    Using alcohol, drugs, or medications to cope while on the job or during breaks.
•    Exhibiting careless or reckless behavior that jeopardizes their own or others’ safety.
•    Making comments or jokes about self-harm, suicide, or wanting to give up, even if said casually.

Steps for Supporting Employees’ Mental Health

Supporting employees’ mental health requires intentional actions from leaders to cultivate a positive, stigma-free workplace culture. 

For instance, research shows that nearly 40% of global employees felt no one at their organization had asked if they were doing okay during the pandemic, and those individuals were 38% more likely to report mental health declines. 

So, it’s clear that leadership has a critical role in crisis management in the workplace. 

Here’s how organizations can take meaningful steps to address employee mental well-being.

Model Healthy Behaviors

Leaders can normalize mental health conversations by demonstrating healthy behaviors themselves. Encourage employees to prioritize their mental health. For instance, a biotech facility, Roche Genentech, empowered its leaders to create personal mental health videos for a broader #LetsTalk campaign. 

The goal was to embrace openness and break social stigmas related to mental health across teams. They succeeded; around 90% of employees felt well-equipped to support their colleagues in crisis. 

This showcases that leaders who model self-care send a strong message that mental health is a shared organizational priority.

Build Strong Connections through Regular Check-Ins

Regular, meaningful check-ins are essential for understanding employees’ mental health and fostering connection. A study revealed that employees who felt their managers communicated poorly during crises were 23% more likely to experience mental health declines. 

These findings highlight the importance of intentional communication. Instead of generic questions, leaders should ask, “What challenges are you facing?” or “What can I do to better support you?”

Listening actively and creating a safe space for these conversations helps employees feel valued and supported. It significantly reduces the risk of burnout or disengagement.

Provide Flexibility and Tailored Support

Flexibility has become an essential aspect of supporting mental health in modern workplaces. Companies like Basecamp prioritized equity practices during a pandemic. 

They introduced policies allowing employees with caretaking responsibilities to set their schedules (even if it meant working fewer hours). 

Such inclusive policies enable employees to balance personal and professional responsibilities without added stress or pressure. 

Flexibility should be paired with clear and seamless communication from leaders, who must remind employees that it’s okay to take mental health days or adjust their schedules as needed. 

Organizations that adopt flexible practices often see improved morale and greater team loyalty.

Normalize Conversations About Mental Health

Normalizing mental health discussions reduces stigma and encourages employees to seek help when needed. A mental health survey data highlights that 46% of employees said their organizations hadn’t proactively shared available resources. They underscored the need for consistent messaging. 

The best way to fill this void is for leaders to share their struggles. Train your teams to lead mental health conversations and create safe spaces for coworkers to share experiences and access resources.

Ensure Access to Mental Health Resources

Ensuring employees know where to find mental health resources is critical to support. In the survey, nearly half of the employees reported that their organizations hadn’t communicated these resources. 

Leaders must consistently share information about Employee Assistance Programmes (EAPs), wellness apps, and counseling services to encourage utilization. 

Repetition is critical, as shame and stigma often prevent employees from accessing these resources. Regular training for managers to identify mental health challenges and guide employees toward support ensures that resources are effectively leveraged to address issues early.

Tips for Handling Mental Health Crises in the Workplace

Let’s look at some proven and practical tips to handle mental health crises in the workplace.

1. Recognize the Signs

The first step in handling a mental health crisis is recognising the warning signs. These can include:

1.     Emotional shifts like heightened irritability or sadness
2.     Behavioral shifts like withdrawal from colleagues or missed deadlines
3.     Physical shifts, such as fatigue or a lack of personal care
4.     Cognitive shifts, like difficulty concentrating or making decisions.
5.     Signs of workplace harassment, like underconfident or feared employees.

These signs can help in early recognition for timely intervention and prevent the situation from worsening.

2. Encourage Open Communication

Creating a safe space for open conversations about mental health is vital. Employees should feel they can discuss their challenges without fear of judgment, repercussions, or stigma. Regularly remind employees that their well-being is a priority, and that support is available anytime.

3. Listen Actively

Active listening is crucial when an employee opens up about their struggles. Give them your full attention. 

Saying “I hear you” or “That sounds difficult” validates their experience and encourages further dialogue. 

Avoid rushing to offer solutions unless they specifically ask for advice. Sometimes, simply being a good listener can make a significant difference.

4. Provide Resources

Ensuring employees know about available mental health resources is essential. Share information about Employee Assistance Programmes (EAPs), therapy options, mental health hotlines, or wellness apps. Consider providing onsite resources, such as mental health workshops or counseling access.

5. Offer Flexibility

Flexibility is crucial in helping employees manage their mental health effectively. Allow for remote work, adjusted hours, or extended breaks when necessary. Customized accommodations help employees balance personal challenges with professional responsibilities. 

6. Follow Up Regularly

Checking in with employees after a crisis or conversation shows that you genuinely care about their well-being. Follow-ups provide an opportunity to evaluate how they cope and whether additional support is needed. 

These can be brief, casual interactions but should consistently reinforce your commitment to their health.

7. Educate Yourself and Others

Understanding mental health challenges is essential for providing adequate support. Take the time to educate yourself about conditions like anxiety, depression, and PTSD, as well as how they can manifest in the workplace. Get your team members enrolled in workplace violence and harassment training.

8. Know When to Escalate

Some situations may require immediate intervention to ensure the employee's and others' safety. If an employee shows signs of self-harm or suicidal ideation or poses a threat to others, it’s critical to act quickly. 

* Knowing when and how to escalate ensures that employees receive the help they need without setting up a trigger for something that can be dodged otherwise. If needed, involve HR, mental health professionals, or emergency services to handle the situation professionally.

FAQs

How do you help someone in crisis?

To help and support a person in crisis, create a safe, stigma-free, and non-judgemental space for them to share their feelings. Actively listen, validate their emotions, and guide them toward appropriate support resources, such as counseling or mental health services.

What is the most effective way to handle a crisis?

The most effective way to handle a crisis is to recognize the early warning signs, remain calm, and respond empathetically. Leadership should address immediate needs, involve relevant support systems, and follow up to ensure ongoing care and resolution.

How do you work with people in crisis?

Maintain a supportive and patient approach. Focus on listening and understanding a person's needs in crisis to provide clear communication and effective resolution.

What not to say to someone in crisis?

Avoid dismissive or minimizing comments like “You’ll get over it” or “Ok, but It’s not that bad.” Refrain from offering unsolicited opinions or saying things that may come across as blaming or judgmental.

What do you say when someone is in crisis?

To support a person in crisis, express empathy with sentences like “I’m here for you” or “It’s okay to feel this way.” Help a colleague in distress by showing support and saying, “How can I help?” or “Let’s figure this out together.”

Conclusion

Now you understand all the ins and outs of dealing with a person in crisis at work. Helping a colleague in distress and managing a workplace crisis is a professional and moral obligation. 

By turning your workplace into a stress-free zone for employees, you can aim and focus on actual competition that lies outside office boundaries in a rival, globalized world.

Remember to check out our Workplace Violence and Harassment Awareness Training program, designed for professionals prioritizing worker well-being.