Emergency Intervention And Prevention Of Employees' Psychological Crisis

When

When psychological crisis comes, enterprises intervene in fire fighting.

1, closed

For enterprises, the most urgent task of crisis management is the public relations of the media after the incident of "Foxconn 12 jump" and HUAWEI "suicide gate".

The WHO has summarized the characteristics of news reports that are most likely to cause imitative suicide, such as using front page reports or sensitive headlines, reporting suicide methods in detail, seldom mentioning the physical disability caused by suicide, ignoring the long-term mental unhealthy problems of suicides, simplifying the causes of suicide, committing suicide to a high degree of popularity, and having a large social impact; describing suicide as a popular phenomenon; making people mistakenly believe that suicide will bring benefits and so on.

The media's extensive reports have undoubtedly brought about two most direct and the most harmful effects. First, a large number of text and images related to abnormal deaths have rendered a haze and disturbed the normal order of life. Second, detailed narration has directly educated those who have accumulated psychological problems for a long time, but have not yet taken the courage to take the last step, which has brought them the power of imitation, resulting in a larger area of killing.

Specifically, the media public relations after the occurrence of employees' psychological crisis, at least when guiding media coverage, can grasp the following principles:

1) downplay reports from the perspective of protecting other employees' mental health.

2) no pictures or videos are added to the report, and no suicide is depicted as weird, mysterious or romantic.

3) do not describe the way of committing suicide in detail.

4) do not exaggerate the suicides themselves.

5) do not use seditious titles;

6) do not report sites where people often commit suicide.

7) do not report relatives of suicides and avoid two trauma.

2, pacify family members, calm matters and avoid escalation of events.

Appeasing family members and appeasing the situation is mainly from the perspective of appeasing other employees.

After the incident, the employee's first reaction must be to see the way the company handles it. This is like the ancient Greeks watching tragedy, because tragedy is the art that easily attracts people's sympathy. It is easy for people to empathize with the "if I have one day". The impact on the surviving people can be imagined if such a great thing happens everyday.

Therefore, even from the angle of enterprise stability, it is necessary to properly soothe family members. It is very unwise to argue at small profits this time.

3, establish an awareness of emergency intervention to avoid two trauma.

The two trauma refers to the psychological trauma of those who witnessed the crisis and the secondary victims of the crisis.

Take the air crash in Yichun as an example. After the disaster, survivors, rescue workers at the scene, family members of the victims, reporters on the spot and airlines from top to bottom will suffer two injuries of varying degrees.

{page_break}

In the two trauma list, the airline staff are often neglected, and their demand for psychological emergency intervention is no less than that of any other person.

At this moment, for airline managers, it is important to first have the awareness of psychological crisis intervention and think of psychological crisis intervention.

4, lay down the stereotype of "dirty linen can not be promoted" and invite professionals to intervene.

Although many experienced people have long handled various relationships, their ability to penetrate into others' hearts is also very high. They usually have a good hand in their ideological work. However, once a company has committed a vicious psychological crisis such as employee suicide, psychological crisis intervention can no longer be handled by internal managers.

There are two reasons that can not be arranged: first, after the vicious events of the psychological crisis, the employees' sense of attribution to the enterprise will be greatly frustrated, the culture, the idea and the spiritual world of the original enterprise will be very doubted, and the management personnel of the enterprise have little psychological comfort. Secondly, after the occurrence of the malignant events, the media is swarmed and the company is tired of coping, and the managers themselves are easily trapped in the state of burnout and anxiety, and then they are also hard to do the work of the employees.

Professionals are professionally trained because they have been trained in a large number of training sessions and have been exposed to actual combat tests. They have accumulated special experience and skills in dealing with problems.

The intervention of psychological crisis is different from general psychotherapy. It stresses the urgent solution to problems. Psychological crisis intervention is a kind of one to one intervention method to alleviate the extremely painful emotions of potential victims or rescue workers. The difference between this method and general psychotherapy is that it is not an exploratory treatment method. It focuses on "here and now", focuses on problem solving and constructive coping style, and does not involve deep psychological problems.

At present, there are experienced psychological crisis intervention centers in famous universities, scientific research institutions and associations in China. They have been tested by major disasters such as earthquakes, mudslides and air disasters. These psychological crisis intervention centers are becoming more and more mature. Besides, there are more and more non-governmental organizations that provide psychological assistance to workers, and the level of technology is also gradually maturing. These organizations are the only choice when enterprises need urgent help.

5, warm each employee with traditional culture.

Westerners often fight with military chaplains. Because Westerners have religious beliefs, the people's army is also talking about communism while fighting. In the face of faith, death is not so terrible.

But the situation in the enterprise is not the same. Few corporate cultures can really occupy every corner of the staff's mind.

Regardless of the advantages and disadvantages of corporate culture and the occurrence of major crisis events, corporate culture can also return to traditional culture. It is a good way to find spiritual comfort to a more far-reaching root. For example, guiding employees' Folk practices and caring for every employee with the idea of "benevolence" and "love of people" in ancient China.

Health is both symptomatic and harmonious.

What is health? Now that we are getting more and more accepted that health is not only a way to protect our health, we should borrow from the viewpoint of Professor Wang Dengfeng, Department of psychology, Peking University. There are four levels of health. First of all, there are no symptoms - physical health, no physical symptoms, including subjective symptoms; secondly, acceptance of others, interpersonal harmony, and good relationship with others; thirdly, self consistency and congruence, the ability to understand reality, accept reality, recognize oneself and accept oneself; and fourth, happiness can sense happiness.

The four levels of health interact and interact with each other. In the past, enterprises paid great attention to the health of employees. Many enterprises arranged physical examination once a year, and the future enterprises could do more and further in the aspect of employee health: providing psychological examination regularly to employees, improving office environment and reducing office pressure. Psychological experts outside provide psychological catharsis for employees, providing special psychological assistance for some jobs that are prone to job burnout.

{page_break}

Defending the mind, businesses need new mechanisms.

Because of the impact of organizational miniaturization and job change, and the concern of enterprises far more than the concern of employees' morality and loyalty, the job burnout of today's labor force has reached a higher level, which reflects precisely the dysfunctions of the organization.

From this point of view, to change the current situation of corporate psychological crisis, we need to re examine the organization's objectives, values, workload and the structure of rewards, and revise them.

Enterprises need vitality and vitality comes from every living soul. The realization of this goal is a long way to go, and it will be another great change.