Whether you’re a manager working a corporate job, or business owner, fostering a supportive and empathetic workplace environment is essential for both your employees’ well-being and your organization’s success. One valuable approach to achieving this is by applying a trauma-informed perspective when recognizing problematic issues in your team members.
In this article, we will explore the significance of adopting such an approach and how it can positively impact your team and workplace culture.
Before delving into the practical aspects, let’s establish what a trauma-informed perspective entails. A trauma-informed manager acknowledges that individuals may carry past traumas that influence their behavior and responses. They encourage empathy, respect, and sensitivity when addressing issues at work, aiming to create a safe and supportive environment for healing, resolution to issues, and growth for the employee and team alike.
Let’s take a look at some signs that may suggest someone on your team is facing challenges:
Consistently Negative/Pessimistic Team Members: When dealing with team members who have a consistently negative vibe or a perpetually pessimistic outlook, it’s worth considering that they might be carrying some emotional burdens or past experiences that weigh on them. Additionally, they might be grappling with work-related challenges that they’re unsure how to address or discuss with a manager. Sometimes, it’s not about lacking the desire to improve but rather not having the tools to navigate tough or uncomfortable conversations. Instead of expressing their concerns constructively, their default response might involve making negative comments about the work or their colleagues. Approaching this situation with empathy and an open heart, while seeking to understand and support your team members is key.
Team Members With A Lack of Accountability: When a team member tends to steer away from owning up to their actions, it could be linked to their own journey through past traumas. Those who’ve faced tough experiences sometimes carry around self-blame and shame, even if they weren’t the ones at fault for what happened. So, when it comes to work-related slip-ups, they might hesitate to admit their mistakes. It’s because they worry that doing so might reinforce those feelings of not being good enough. It’s a best practice to approach this with empathy and understanding.
Overly Critical Team Members: When you notice a team member being quite critical without offering constructive feedback, it might be their way of protecting themselves due to past emotional challenges. It’s also possible that they may not have developed the skills needed for effective communication. Keep in mind that everyone has their own unique journey, and offering support and guidance may help them develop better ways of expressing their thoughts and concerns
Team Members Resistant to Change: Change can be challenging for most people, and it’s important to understand that individuals who have experienced trauma may find it even more difficult. This is because past traumatic experiences can create fears and anxieties related to change. For someone who has faced a tumultuous and ever-changing life, even small changes in a work setting can provoke feelings of defensiveness or disagreement. It’s essential to recognize that those with a history of trauma may have had to adapt to numerous changes, making them naturally wary and resistant to change when significant changes occur in their work environment.
Team Members With Anger Issues: Team members who express their anger towards others might be dealing with deeper issues that contribute to their behavior. It’s important to consider that they may not have developed effective conflict resolution and communication skills, which can lead them to resort to anger when they feel frustrated.
Support plays a crucial role in effectively addressing and managing these challenges. Creating a safe and welcoming environment where your team members can comfortably express their concerns without fear of judgment is essential. Fostering a workplace culture that values openness, trust, and safety is key to this.
When addressing your employees’ behaviors, it’s helpful to use “I statements” as a way of expressing your concerns without coming across as confrontational. For instance, instead of saying, “What’s the problem? Why don’t you want to make these changes?” you can say, “I notice there might be some hesitation on your part regarding these changes. Can we discuss the reasons behind it?”
Empowering your team members to make decisions within their roles can help them gain a sense of control and confidence. Additionally, being open to finding mutually beneficial compromises when necessary is important.
Finally, holding your team members accountable for their actions while maintaining a compassionate and supportive approach is the best way to ensure that they feel safe, heard, and understood.
It’s important to recognize that healing and personal growth are processes that require time and patience. By adopting a trauma-informed perspective when identifying signs of difficulty in your team members, you show them that they are understood, valued, and supported. This, in turn, can significantly enhance their mental and emotional well-being.
This positive approach contributes to creating a better work culture and results in higher job satisfaction and employee retention rates. Furthermore, empowered and supported employees tend to be more engaged and productive in their roles, ultimately increasing overall productivity.
When managing your team, remembering to prioritize empathy in resolving conflicts will help reduce workplace tension and foster a healthier, more resilient, and cohesive team that thrives in a nurturing environment. With the right trauma-informed leadership, and open, compassionate communication, it is likely that these tricky employees will become loyal ones over time.
