As a result of the 7.7 and 7.6 magnitude earthquakes that occurred in Kahramanmaraş on February 6, we lost a lot and each of us was affected in different ways. The natural disaster has deeply affected the business world, economy, society and everyone's psychological states. Not only those who experienced the earthquake directly, lost their loved ones and their homes, but also those of us who witnessed all of these, even though we did not personally experience it, were also affected. Although we did not lose our loved ones and our homes, some of us' perspective on life changed, our confidence was shaken, we lost the idea that the world is a safe place, our vital concerns and fears were triggered. So, we all mourn something with different intensity, we all try to understand something in a different way. While those who experience this process strive to integrate into the ongoing life and adapt to the order of business life, organizations have an important role in achieving this.
Everyone experiences pain and grief in different ways and responds to trauma differently. Since the situation is in its early stage, it is possible that employees may experience sudden behavioral changes due to shock and loss, mood swings or changes in concentration and distraction, etc. At this point we would like to mention some attitudes and behaviors which leaders and managers in an organization can support their team members.
It is important to know that we are in a period of “normal response to an abnormal life event”. So it is crucial that leaders and managers create space for pain and grief in the workplace and talk about it.
It is important that this life event, in which everyone is affected differently, is spoken and seen by every department and position in the workplace. Sharing increases the sense of belonging and trust, as well as contributing to the recovery and adaptation process as a supportive element. “Connecting and creating emotional bonds” after a trauma and loss is one of the most important elements of the recovery process and plays an important role in well-being.
“Uncertainty” becomes more disturbing after a traumatic event and the perception of threat increases. Therefore, the importance of effective communication increases even more at this point. It is important to keep employees informed about post-disaster updates or changes and to provide clear guidance on what is expected of them.
It is important to be aware of the fact that it is not possible to return directly to old routines and work patterns while maintaining the routine and work order in accordance with the recovery process. For this reason, the organization should take time to adapt to itself and its employees.
In order for an employee to integrate into the current life and business life and be less affected, it is necessary to have leaders and corporate culture with leadership characteristics dominated by understanding, inclusiveness, compassion and empathy.
It is important to be able to express and encourage feelings through comfortable and open communication in workplace
As RNA Change Management, we are always here to support your employees and organizations in the recovery process.