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Cheryl Seybold, ITS/AIS HR Mini-Conference, April 9, 2013.

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Presentation on theme: "Cheryl Seybold, ITS/AIS HR Mini-Conference, April 9, 2013."— Presentation transcript:

1 Cheryl Seybold, ITS/AIS HR Mini-Conference, April 9, 2013

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3 * Dark Times Can … * Be Personal * Be Institutional * Affect Your Staff and Team * Share Management Experience * What Would You Do? * Know Your Resources

4 * Requires Action Emotion Compassion Empathy Logic Reasoning Policy As a Person In Your Management Role

5 * 3 minute individual “I” time, plus discussion

6 * What 1-2 questions do you ask the staff member? * Why do you ask those questions – what information are you gathering for your decision? * What’s your answer to the staff member (yes / no) and why?

7 * You may have limited time to make a decision * Your staff members are adults and make adult decisions * Think about other players in the situation * Think about safety issues * What is your follow-up?

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9 * The timing of death, like the ending of a story, gives a changed meaning to what preceded it. Mary Catherine Bateson * Penn State News from State College, PA State College, PA - Central Pennsylvania - Home of Penn State University... Xiaoping "Helen" He, 47, was killed in a car accident along U.S. Route Penn State News from State College, PA * 3 minute all-group discussion – What Would You Do?

10 * Shock, horror, and disbelief * Anger at how this could happen * Mistrust in leadership * Guilt by association * National scrutiny * Loss of identity * Unrelenting media attention * Threats and fears for safety * Gossip and rumors * Uncertainty about the future * Job insecurity * Hit to morale (Reference/reprinted with permission from : ITS Resilience Workshop, Oct 9, 2012, Dr. Kavita Avula)

11 * Communications in Times of Grief - Do’s: * I think it will be important to take one day at a time. * It is OK to feel upset or worried. * I can relate to your anxiety about not knowing what the future holds. * I’m also frustrated that I can’t give you more reassurance. * This is a very stressful situation and if you can think of anything I can do to support you, do let me know. (Reference/reprinted with permission from : ITS Resilience Workshop, Oct 9, 2012, Dr. Kavita Avula)

12 * Approaching the Distressed Employee * Facilitate access to resources * Ask “Are you talking to someone about this?” * Express your concerns directly to the employee and focus on objective (indisputable) behaviors versus personality characteristics * Let the employee know that the issues they are discussing with you are not your area of expertise * Encourage the employee to call and make his or her own appointment (Reference/reprinted with permission from : ITS Resilience Workshop, Oct 9, 2012, Dr. Kavita Avula)

13 * Communications in Times of Grief – Don’ts: * Say “You need counseling” or “You really shouldn’t be able to work with your issues” * Assume that the person cannot be treated for the mental health concern while continuing at work * Ignore the issue or behavior * Promise privacy or to keep something secret * Avoid talking directly to the employee about your observations * Assume that the employee is aware of your concerns * Be intrusive and disrespect privacy * Offer more help than you are willing to provide * Gossip or discuss any employee’s personal health with others (Reference/reprinted with permission from : ITS Resilience Workshop, Oct 9, 2012, Dr. Kavita Avula)

14 * When to Encourage Help-Seeking Behavior * When you feel like you are doing more personal counseling than managing * The problems or requests made are outside the scope of your role with the employee * After some time and effort, you feel like you are not making progress in helping this employee * When you wonder if the employee is struggling psychologically (Reference/reprinted with permission from : ITS Resilience Workshop, Oct 9, 2012, Dr. Kavita Avula)

15 * You do not need to be a counselor * Keep up with the news * Listen to your staff * Grant and Provide Resources * Funeral flex time * Arrange for counseling session * Accept Help from Your Peers * Support Remembrance Efforts

16 * Safety situation with staff member

17 * Address anger concerns early * Listen to your staff * Think about safety issues * Utilize your HR Representative * When would you make the call to act? * Maintain Confidentiality

18 * Your Manager or Supervisor * Your Human Resources Representative * Policies: HR34, HR16 and HR78HR34HR16HR78 * University Police and Public Safety (911) University Police and Public Safety * University hotlines (includes Ethics Hotline)hotlines * Employee Assistance Program ( ) Employee Assistance Program * Counseling and Psychological Services ( ) Counseling and Psychological Services * Employee Relations or Affirmative Action Office * ITS – April upcoming “HR Mini Conference” for managers

19 * Questions? * Feedback?

20 * Personal Question to Staff Member * Assess – is this person over-reacting? * Assess – will this make the situation worse if the staff member goes to the friend’s office? * Assess – is this a repeating pattern from this staff member? * Have you talked to your HR Rep? Let’s go talk to him/her now, I’ll go with you. * How are you feeling, are you ok enough to go? * You’re a good friend

21 * Supervisory Question * Do you know if anything has been done to find the person? * Have the police been notified? (What about the family?) * Can I contact the concerned person? * Please call me if you need anything at all. Is there anything I can do for you? * Do you have any immediate tasks or loose ends here at the office? * Where can I reach you in case of emergency here? * Would you be willing to involve the person’s HR Department? * When can I expect that you’ll return to the office? How much time do you need? * Would you mind if I contacted the person’s supervisor? * When will you return to work? * Follow-up * Please check back in with me every “X” of hours, I’d like to know if you’re ok, and how the situation is. * Keep me informed * Answer to the Staff Member = “Yes” and “No”

22 * Sadness, disbelief, grief, loss, happiness that suffering is over, anger, confusion * Remember that people grieve differently/different timeframes * Give yourself “space and time" for your own emotional control * Identify close office "friends“ * Official confirmation of events * Consider where and how to inform * Consider organizational communication of information (per family preference, memorial service info, etc.) * Contact EAP or grief counseling services * Keep abreast of the news * After initial shock, establish POC for family - funeral - department support (flowers/cards) * Make accommodations for staff to attend services/memorials * Identify staff that may not be dealing with the loss as well as others

23 * Notify Police Services/HR * Document verbal reports * Ensure you are aware of policy * Deal with safety concerns of others * Address access to PSU resources * Revisit policies to improve safety


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