The ability to feel empathy is something unique to people. Providing support to our friends and family helps us build stronger relationships. This is also true in the workplace. When co-workers face difficult moments, they turn to their peers. While this offers relief to the sufferer, it can create a new form of stress for the listener.
This form of stress is called compassion fatigue. It was originally identified in caregivers for traumatized people. For example, mental health professionals who worked with veterans with PTSD often suffered from compassion fatigue. After hearing tragic stories day after day, they began to experience overwhelming secondary stress.
Most employees are not at high risk of compassion fatigue. But if employees have an empath personality, they are more susceptible to this stress. Especially if they are looking for emotional support after a crisis. Empathic people can find it difficult to distract their peers, but leaders can intervene to help.
Here are four ways to address compassion fatigue in the workplace:
- Educate employees
Most people outside the mental health industry are unaware of compassion fatigue. They do not know what the symptoms are or what negative impact it can have on their psychological state. By arming employees with this knowledge, they can seek help if necessary.
First, explain what compassion fatigue is. Although this is a serious problem, the Compassionate Fatigue Awareness Project points out that it affects people who are inherently caring. Let employees know that stress is struggling with this does not mean that there is something wrong with them. This is just a sign of their empathetic nature.
Next, list the common symptoms. These include:
Sealed emotions
Isolate yourself from others
Recurring nightmares
Physical ailments such as gastrointestinal discomfort
Detachment at work
Difficulty concentrating
When employees begin to show these symptoms, they will be able to identify the cause. This will help them get proper care before things get worse.
- Preach self-care
When empathic people are overcome by the emotional stress of others, they ignore their own needs. Many people with compassion fatigue cease to be proud of their appearance. They do not need time to recharge. They see how others are suffering and feel guilty for taking time for themselves.
That is why it is important for leaders to set a good example. Let employees know how you spend time to relax. Encourage them to set aside time for themselves as well. If necessary, incorporate it into the working day. For example, create a registration sheet where employees can choose a 20-minute block every day for a walk and clear their heads.
The most important thing is to model the boundaries for employees. Even if empathic people set aside time for themselves, they often abandon it because someone else needs to talk. They just can’t say ‘no’. However, if leaders show employees the importance of boundaries, individuals will realize that saying “no” can benefit everyone in the long run.
For example, many leaders refuse to respond to work emails over the weekend. This is their time to practice self-care, so they set a limit to avoid distractions of work. Let employees know they can – and should – do the same. They may decide that they are willing to go for a coffee with a coworker after work to discuss their problems, but they will not do it in the office.
- Discuss as a team
Unfortunately, it is becoming increasingly common for tragedy to affect the workplace. Whether it’s a natural disaster or reports of a mass shooting, these events stress employees. And many turn to empathetic colleagues to discuss their concerns.
Ease some of that pressure by bringing employees together to talk. After a tragedy, schedule a voluntary meeting. Those who feel particularly frightened or stressed can make their feelings known to the group. In this way, everyone receives emotional support, but no one feels the compassion fatigue of providing that support.
Be sure to set some basic rules for these meetings. Set up a rotation system so that each employee gets the opportunity to speak without being disturbed. Also, be clear that the meeting is about sharing feelings, not discussing political issues that may be associated with a tragic event.
- Provide better access to professional help
While it’s important for coworkers to trust each other and share with each other, there are issues they’re not prepared for. That’s why it’s important for employees to have access to mental health promotion professionals.
Make sure employees know what their options are through employee benefits. Do not assume that they already know, because they have received the insurance manual. In the rest room, list the numbers that employees can call. This way, they can write down information when they need it.
It is also important to address the stigma around mental health. If employees feel embarrassed with a request for help, they will continue to suffer. For example, schedule events for Mental Health Awareness Month in May. This will open the conversation and show the staff that there is no shame in asking for help, whether they suffer from daily stress or compassion fatigue.
