Crises and career shocks

The value of supporting workers experiencing a crisis or career shock 

Many Australian workers experience unexpected events such as separation and divorce, bereavement, a pandemic and extreme weather events (e.g. fires, floods, droughts and heatwaves). These events cause significant distress and all involve loss, including a loss of personal control. Not surprisingly, they can negatively affect a worker’s mental health and wellbeing. 

These events or ‘career shocks’ can trigger workers to reassess their career and seek a new path (e.g. change employment or undertake further education). They can be associated with location changes (e.g. moving office) or major changes in routine (e.g. becoming a primary carer). 

The personal impact of a crisis or loss may not disappear after the immediate event is over. Workers who experience significant loss are more likely to take increased sick leave, reduce work hours, show increased redundancy rates, and are more likely to change jobs. 

What organisations can do to support workers experiencing a crisis or career shock 

Crises and career shocks can have organisational effects such as reduced productivity from absenteeism and presenteeism, increased work demands if colleagues have to pick up additional work, and cultural changes (e.g. when team members adopt the behaviours and feelings of those around them). 

Here is how your organisation can support workers through a crisis: 

• Encourage leaders and colleagues to acknowledge worker losses and career shocks and offer kindness and practical help to one another and promote a supportive workplace culture. 
• Develop and promote grief guidelines and policies (e.g. bereavement policies, separation and divorce policies) so workers can obtain support and proper guidance from managers. 
• Develop practical training and guidelines for the organisation and leaders on how to provide support after traumatic events, including how to identify impacted workers, what support may be required, and how to continually monitor for declining mental health. 
• Position the affected worker at the centre of their decisions (e.g. providing an open door if they want to discuss what they are experiencing and supporting them to take the lead in negotiating arrangements). 
• Increase leave entitlements (e.g. compassionate and bereavement leave) to help workers cope with their loss. 
• Provide training or group workshops to offer information and practical skills on preparing for and responding to a loss. 
• For people experiencing domestic or intimate partner violence, provide family and domestic violence leave (including as required by law) and have a policy to help them to access and make arrangements for their safety and attend court and police services. 
• Provide or connect to avenues for confidential support and guidance. 

People experiencing a shock, loss or crisis need kindness and practical support (e.g. leave entitlements or financial support). Leaders and managers need to know how to help people affected by a shock or a crisis. 

What people can do during a crisis or career shock 

Events such as separation and divorce, a death, a pandemic or an extreme weather event are major sources of stress that can negatively affect your mental health and wellbeing. 

Here is what you can do if you are experiencing a crisis or career shock: 

• Engage the support of valued colleagues, friends and family members, especially those who are empathetic listeners. 
• Access external mental health support, whether through Employee Assistance Programs (EAPs) or other services via a GP or a primary healthcare provider. 
• Engage with the local community to help build a new sense of belonging. 
• Maintain a regular routine, structure and self-care activities as much as possible. 
• Talk to your manager about any changes to work designs and shift arrangements and agree on a timeframe for reviewing these arrangements. Additionally, temporary reductions in workloads and setting realistic expectations can help to mitigate against presenteeism. 

Say yes when someone offers to help. You need your family, friends and colleagues around you.