The importance of having a dedicated Crisis Support Team in the workplace

Understanding Crisis in the Workplace

In any organisation, employees may face personal struggles that significantly impact their wellbeing. A crisis can be defined as a situation in which an individual is self-harming, contemplating taking their own life, or is not in the right frame of mind to make appropriate decisions about their care. When these situations arise, having a dedicated crisis support team in place ensures that immediate and appropriate support is available.

Why Organisations Should Have a Crisis Support Team

Mental health crises can occur unexpectedly, and the response time is critical in ensuring the safety and wellbeing of affected employees. By ringfencing a team of specially trained employees, organisations can provide real-time support when a crisis happens. The benefits of having a crisis support team include:

1. Immediate Intervention: A crisis support team can act swiftly, ensuring employees receive the help they need without delay.
   
   
2. Access to Resources: Team members can refer individuals to external crisis charities, signpost them to the Employee Assistance Programme (EAP) for counselling or therapy, or escalate the situation to medical professionals when necessary.
   
   
3. Reduced Risk: By providing structured support, the risk of harm to the individual or others is minimised, contributing to a safer and more supportive work environment.
   
   
4. Promoting a Culture of Support: Having a crisis support team signals to employees that their wellbeing is a priority and that the organisation is proactive in addressing mental health challenges.

The Role of the Crisis Support Team

A crisis support team should consist of employees with experience in discussing mental health and wellbeing, such as Mental Health First Aiders. To be effective, team members should receive advanced suicide prevention training, equipping them with the necessary skills to handle sensitive and high-risk situations.

Their responsibilities may include:

• Offering a non-judgmental and confidential space for employees in crisis.
• Assessing the level of immediate risk and determining the appropriate next steps.
• Connecting employees with internal and external mental health resources.
• Ensuring that employees in crisis do not feel alone or unsupported.
• Providing follow-up support and ensuring agreement on next steps after a crisis situation.

Setting Boundaries: Protecting Employees, the Crisis Support Team, and the Organisation

To ensure the effectiveness of a crisis support team, it is crucial to establish a clear Terms of Reference (ToR) that outlines the scope of their responsibilities. Defined boundaries help protect the impacted employee, the crisis support team members, and the organisation as a whole.

Key aspects of these boundaries should include:

• Clarifying Roles: The crisis support team provides immediate support and signposting but does not replace professional mental health services.
• Confidentiality & Privacy: While confidentiality is paramount, team members should follow protocols for escalating high-risk situations where safety is a concern.
• Self-Care for Team Members: Those providing crisis support must have access to their own mental health support and supervision to prevent burnout.
• Legal & Ethical Considerations: Organisations should ensure that all crisis support measures comply with employment laws and mental health policies.
• Crisis Support Team Limitations: The team should not provide long-term therapy or medical diagnoses but rather serve as an initial point of support and referral.
• Out-of-Hours Support: The team should not be contacted or expected to provide support outside of their working hours. Out-of-hours support services should be clearly signposted and accessible.

Implementing a Crisis Support Team in Your Organisation

Organisations looking to implement a crisis support team should follow these steps:

• Identify and Train Team Members: Select employees with experience or interest in mental health support, consider their wellbeing, and assess their suitability. Provide them with specialised crisis intervention training.
• Develop Clear Policies and Procedures: Create a Terms of Reference document outlining the team's role, limitations, and escalation protocols.
• Integrate with Existing Support Structures: Ensure alignment with HR, Employee Assistance Programmes, and external mental health services.
• Raise Awareness Among Employees: Communicate the existence and role of the crisis support team so employees know where to turn in times of crisis.
• Monitor and Review: Regularly assess the effectiveness of the team and provide ongoing training to keep skills up to date.
• Encourage Open Conversations: Foster a workplace culture where employees feel safe discussing their mental health challenges without fear of stigma or repercussions.

Conclusion

Investing in a dedicated crisis support team is a proactive step toward fostering a safer and more supportive work environment. By providing immediate support, signposting employees to appropriate resources, and ensuring clear boundaries are in place, organisations can play a crucial role in safeguarding the wellbeing of their workforce.

Mental health matters, and organisations that prioritise crisis support demonstrate a commitment to the overall wellbeing of their employees. Creating a structured, well-trained crisis support team not only enhances workplace wellbeing but also strengthens trust and engagement across the organisation.