Four Signs that Your Employees are Experiencing Post-Pandemic PTSD

As we slowly move back into reopening and employees return to the workplace we are confronted with the traumatic effects of the pandemic. Naturally, we want to reclaim the lives we were living almost a year and a half ago. And yet, things have changed, and we have changed.

We want to move forward but there is an inevitable looking over our shoulders to see what has been lost and what has changed us. The impact of the pandemic is everywhere, with us at home and in the workplace.

In some ways we might feel more OK and less trauma because we have spent our time there and working and being home more has become our “new normal.” It is wise for employers to give employees the option of working from home at least a few days a week and some time back in the office. We need to have a “warm up” to the office and this hybrid model can help in making the transition for many.

 If employees are coming back to the office employers would likely observe the following signs that suggest they are suffering from post-traumatic stress disorder:

1.     Distractibility: You may see employees being extra distracted by their phones. That can be related to a fear for the wellbeing of their family and not knowing what is going on at home in their absence. They may have been helping kids with school and taking them on fields trips. With return to school and opening up there is a loss of control for parents that is activating their fear. You can help by being more tolerant of their need to check in with spouses and kids.

2.     Agitation and Irritability: Employees might respond in an edgy way and show signs of irritability when asked questions about deadlines or other work matters. They are not trying to be difficult, but their trauma has made them less able to self sooth and regulate their emotional responses. So, they make respond with more agitation and be on edge. You can help them by not take it personally. Perhaps you can extend some timelines for projects and team them with a trusted colleague to work with them.

3.     Hypervigilance: You may notice that they are hyper aware of their surroundings and will respond negatively to any changes in the environment. This could be things like employees leaving the company, new team members coming on board or changes in work assignments. For them, any changes and displacements speak to the impact of the pandemic when they lost control of being in their workplace, family life changed, and they had to deal with many upsetting things they could not change. You can help them by keeping as much constancy in the workplace for now. Keep work teams together and allow them to have input to changes that need to be made.

4.     Guilt or Loneliness: They may express feelings of guilt about staying employed during the pandemic and missing others who may have lost their jobs. It is a version of “survivor’s guilt” when they see others losing businesses, jobs, savings and hope over the last year plus. There is some “why not me?” Why did I make it through, and others did not? Or maybe they even prospered, made more money and are comparing their gains to other’s losses.

These are some of the challenges we are facing as we are moving towards regaining at least some of the life and stability we lost during the pandemic. It will take time and concerted effort for us to find our footing in the new world we inhabit. You as an employer are navigating this new world too. Giving yourself the space to reflect and process your own experience in a therapeutic setting could be the best thing you could do for yourself. It could make you better as meeting your own professional goals and give you a perspective on how to deal with your employee’s struggles.

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