Sua equipe está enfrentando sofrimento emocional em uma simulação de emergência. Como você fornece o suporte de que eles precisam?

Recognize that their feelings are valid and important. Let them know that it's normal to feel stressed or anxious in such situations. Create a safe space for team members to express their feelings and concerns. Encourage them to talk about what they are experiencing. Remind them of their training and the support available to them. Ensure they have opportunities to take short breaks to rest and recharge. Stress can be alleviated by stepping away briefly. Introduce techniques such as deep breathing exercises, mindfulness, or short guided meditations to help reduce anxiety. If available, provide access to a mental health professional or counselor who can offer additional support and strategies for coping.

I would ensure that whenever we have activated our emergency plan and EOC that there is relief in place [RIP] for all positional personnel and that there are regular wellness checks during the event. Breaking them off and speaking with them and reassuring them that they are doing the best they can shows and demonstrates support. This is critical along with time to decompress from the event, henceforth ensuring there are RIP personnel. If the stress and emotional level is too much, I would look at a less stressful role for the employee.

Conocer al personal con el que se atiende emergencias es importante, es importante el sentido de unidad y de hermandad, lo cual se traduce en el reconocimiento de las señales en la gente a la que conocemos profundamente. De esta manera podemos ayudar a enfrentar estos conflictos emocionales de los compañeros.

Me parece importante tener un protocolo de manejo de estrés, un procedimiento o manual con información suficiente que nos sirva de apoyo para prestar los primeros auxilios psicológicos. Actividades de integración, actividades recreativas, para que el personal tenga opciones diversas para gestionar a su manera el estrés.

Guide your team to resources to enhance their resiliency before a crisis occurs. If an exercise or simulation drives them to emotional distress, a real event will likely tax them even more. As a leader, you can guide them to resources early that will make the difference.

Cada persona es única, por lo cual me parece adecuado que el soporte sea personalizado, de manera que cada quién pueda trabajar en sus conflictos de manera individual. De esta forma cada quién a su ritmo y a su manera va a ir avanzando en la resolución de cada situación que se presente, tomando lo mejor de cada técnica, actividad o apoyo que se le presente.

Every manager of every business needs to take note of the comments on here. Although aimed at those taking part in emergency situations - many of which are horrific scenarios - the same principals are applicable for far lower level general incidents in businesses. For me there is a need to ensure people feel heard and their emotions and feelings are recognised. And to accept: that people are affected in different ways; that people can not always process those feelings quickly; that smaller things may have a bigger effect than expected due to past experiences. My experience: 'it happen weeks/months ago so why are you still upset about it?' Simple answer - because it is still there in my thoughts affecting my everyday life.

It is important to acknowledge their feelings and emphasize that their reactions are normal. Encourage open communication and provide a safe space for team members to express their concerns. Offer immediate support through stress-relief techniques, such as deep breathing or short breaks. Reinforce teamwork by fostering a supportive environment and ensuring everyone feels heard. Additionally, provide access to professional mental health resources if needed. After the simulation, conduct a debrief to discuss emotions and lessons learned, reinforcing the team’s resilience and preparedness.