Teachers at Sandy Hook Elementary School in Newton, Connecticut are a prime example of workplace trauma, and the anniversary date of these traumatic events, resonate fear that only those living with it can understand. Trauma can change our lives in ways that don\’t make any sense, and it leaves people questioning their own existence. We lose close friends, family, and some of us lose someone we loved to the ends of the earth. In a lot of cases, office managers for HR staffing agencies and direct hire employment agencies have no direct connection with their employees.

As an office manager, you should prepare yourself for these types of situations and understand the impact this has on your employees. Every person\’s involvement or experience in traumatic events are personal and unique to that individual, and so is our own reaction. Reminders of the event will get stronger as the anniversary date looms near, and handling the emotional human aftermath for such tragic events can test the strength in the best of us.

As anniversary dates of a crisis or tragedy in the workplace approaches, reminders will be all over the news and on every street corner, we walk on. Magazines and newspapers will remind us with haunting headlines, graphic photographs, and harrowing stories. The office mailbox will be flooded with requests for donations and special ceremonies will be held in our neighborhood with memories that permeate deep in our hearts.

As the office manager, it’s your job to keep the business going. You need to find a way to balance the business and the human level of these traumatic events in the workplace. One way you can do this is by knowing the signs of your employee\’s reactions during an impending anniversary date. Below is a list of some common signs and reactions that can help you understand what your employee is going through.

Common Signs and Indicators

• Over-protectiveness of family
• Depression
• Frustration or anger
• Sadness
• Anxiety about separation from loved ones
• Anxiety about past experiences
• Fear of reminders
• Preoccupation with thoughts about the event
• Fear of recurrence
• A desire to honor loved ones and their memory

Behavioral and Physical Reactions

• Physical illness (backaches, headaches, nausea, vomiting, etc)
• Extreme sensitivity to sound, light, or somebody behind us
• Sleeplessness
• Restlessness
• Fatigue

Below are some more reactions that can have a dramatic increase in:

• Workplace conflict
• Substance-abuse related issues
• Tardiness
• Apathy
• Workplace absenteeism

Being an office manager for HR staffing agencies and direct hire employment agencies requires a lot of people skills and hats of many colors; furthermore, it’s vital to acknowledge that your employees need to take personal responsibility for workplace behavior. Take a realistic approach with your own expectations and those of your employees. Some company policies may allow their office managers to be more adaptive and understanding when an employee who suffered a traumatic event at your place of business, needs to leave early or take an extended break.

To be the best office manager in these types of situations, it’s always best to have compassion and hold special events that reflect the “good times” of the people lost. Talk with your management team or HR department and come up with a catered event on the anniversary date. Make the best out of a bad situation and show your employees that your business cares about them. Tragic events are an unfortunate part of life and learning how to help others get through them, can make you think about your job title, on a human level.

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HR on Purpose!!

Many Human Resources Professionals will tell you their job is simply putting out fires. Addressing this statement and debunking those standard beliefs are Steven Brown\’s goals in his book, HR on Purpose!!,

Brown states that if people in HR want others taking them seriously, they must take a proactive stance rather than a reactionary stumble .Indications that others do not view you from a strategic vantage point include a view of HR as people to call on only when there is an HR related problem to address.

When others view your role in HR as insular, myopic and totally lacking visionary thinking, no one will seek your opinion in other company related matters.

Brown suggests stepping back to analyze where company components and influential people interact. Once you have this perspective, you can observe the interaction between people and components to get a better idea of the company culture from the employee\’s view.

Good HR staffing agencies can tell you how to do this. Getting out of your office and its comfortable atmosphere will allow you to step directly into the daily life of any company worker. Observing and understanding culture is not a company concept to each employee happens when you physically occupy a better position to view the lofty concept of company culture.

A company\’s culture is the main reason employees leave or stay with your company. When employee retention levels remain your bailiwick in HR, it behoves you to fully understand what company culture does to directly affect retention rates as you will be the one called on the carpet to explain poor retention levels

Brown\’s explanation of how to avoid going over to the dark side where you no longer relate to people you work with is quite effective. He relies on four key elements.

1. Remember That Everyone Has Value
2. Surround Yourself with Positive People
3. Have an Accountability Partner
4. Be the Light in the Dark

Look for Brown\’s stories about his background and what is hanging over the visitor\’s chair in his office.

Start With Why?

Simon Sinek, who authored Start With Why, asks probing questions that are almost disturbing in their nature. Sinek points out that most people can tell you what they do and how they do it. When you inquire as to why they do their job, many folks stumble, you will hear responses that include monetary reasons or a need to do something each day.

Sinek utilizes the Golden Circle method to explain the biology that human beings use to make decisions. He states that the outer circle of what you do corresponds to the neo cortex portion of the brain. The middle circle represents how you do your job while the inner asks the questions about why you do your job. Both circles correspond to the limbic portion of the brain, the middle area responsible for feelings such as loyalty and trust.

While the neocortex has language capabilities, the limbic area does not have access to form words explaining what most people end up calling a gut feeling.

When you start each day with a clear purpose and you know why you will do your job each day it makes you happy and effective in your job. Sinek points out that most people live their lives by accident. Things happen, they react, accept a job offer, get married but find little fulfillment in reacting to events around them.

Fulfillment results from answering why you choose things in your life. Not only careers but relationships, community involvement and where you live.

Sinek makes the valid point that employers who help their workers understand why their work has value and importance they will have a better workforce and less turnover.

HR staffing agencies offer excellent insight into how choice affects a person\’s outlook. Look for your staffing agency in Orange County to help you understand your workforce from a different point of view.

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