Dealing with employees' personal crisis situations

Psychoeducation: Understanding what a crisis means

• Different types of crisis: From acute to foreseeable events.
• Life-phase-oriented personnel policy according to Rump & Eilers.
• Importance of "not pushing away".
• Highlighting individuality: people as part of an organization.

Crisis management as part of change processes

• Change means parting and mourning and vice versa.
• Different, individual perceptions of change.
• Consider individual effects.

Crisis management as part of occupational health management (OHM) - prevention

• Acute - what has happened? And what measures need to be taken?
• Preventive - being prepared for what may come.
• Facts, figures and data: Absenteeism report and statistics.
• Internal and external support options, e.g. works council, occupational physicians, psychosocial counseling centers.
• Employee retention in times of demographic change and skills shortages.

Legal framework, company agreements and internal guidelines

• Release options.
• Regulations for sick leave, statutory vacation days in the event of a crisis, etc.

Options for action and conducting discussions

• Clarifying roles in an acute crisis situation and preparing for it.
• Empathic conversation support.
• Managers and their tasks.

Systemic view of your own life and work situation

• Positioning.
• Possibilities of accompaniment.
• Toolbox and tools.
• The "inner team" and external influencing factors.
• Having to - wanting to - being allowed to function.