Copper Rise Consulting

Sharing our learning, insights and practical tips – January 2003

Supporting those who remain behind – As conflict appears to be escalating in the Middle East, we are reading daily calls to duty for active military, reservists and National Guard.  Whether they are being called in to replace troops going overseas, or being sent to unknown destinations – generally they have one thing in common. They are leaving behind worried spouses, children, parents and other family members.  These  “waiting and watching” individuals may be in your workforce. Aside from the anxiety of the unknown future of the loved sailor, soldier, flyer or marine, military families often have to deal with a variety of emotional, logistical and financial issues with very little time to prepare. Sudden calls to duty may mean that your employee assumes new household responsibilities, has new childcare arrangements, is coping with a drop in household income, needs different benefit arrangements, or is dealing with behavior problems that can arise in children during these changes.  The employee may feel overwhelmed and need some additional support – remember whether it’s the loss of the nightly “spousal debrief” or the sudden disappearance of the weekly phone call from the grown child, it can impact the employee greatly.  Here’s some ideas on what you could do to help:

• Invite your employees to let you know if anyone in their family has been called to duty or is in the military.  Ask if they are willing to share the information.  Linking employees with other employees adjusting to the loss of emotional support and new anxiety can be helpful.  Perhaps a bulletin board for sharing information, or a wall map where employees can post locations of loved ones.  Encourage co-workers to write military personnel.
• Provide support, encouragement and understanding - be flexible as possible with the employee while they get settled into new routines.  Offer referrals to childcare, Employee Assistance Programs.  Set-up workshops on stress management or household budgeting.
• Check with your benefit provider; consider offering a workshop or information to employees your benefit plans and/or coordination of military benefits. Employees who previously waived benefits because they were using the spouse’s plans may now be eligible for your programs.
• Check in with the employee on his/her needs; encourage other employees to help out.  Is there a suddenly single mom who could use some help around the house?  Is there a lonely parent who could use a phone call on the weekend?  Is there a dad parenting solo that could use some ideas for easy evening meals?  Did the child suddenly lose a soccer coach?  Remember, co-workers generally are ready and willing to help out, they only need to be asked.  Go outside of the box on this one.
• Most of all – be open to the employee.  Workplaces aren’t the best places to solve personal problems nor are managers encouraged to become confidential counselors, however a little patience and understanding can go a long way.  Don’t over react to new emotions or unusual behaviors from the employee.  People under stress will behave differently from normal.  If it becomes a problem, talk to them and refer them to help.