Talking to a worker about psychological injuries can be difficult. But as an employer or supervisor, it is essential to supporting them. 

Whether it’s…

• An early intervention to help prevent an injury from progressing
  
• Supporting them while they recover from a GPI while still working
• Supporting them on their return-to-work journey
• Providing ongoing support when they’ve recovered and fully returned to work

…open communication is the most valuable tool in helping a worker avoid a worsening injury or recover from one.

How You Listen Matters

Knowing how to start a conversation about mental health and psychological injury is important. Knowing how to listen is equally important. 

As a leader, you have a responsibility to create a safe workplace for your employees. When a worker approaches you for support with a psychological injury, how you respond can often influence whether the situation improves or gets worse. 

Supportive Listening Techniques  

1. Listen Actively

• Stop what you are doing and give your full attention.
• Show empathy by listening without interrupting while they talk.
• Acknowledge their feelings with statements like, “I can understand how that could be very difficult for you.”

2. Be Supportive and Non-judgmental

• Do not make assumptions about their feelings or experiences.
• Let them know you are there to help and support them.

3. Encourage Trust

• Try to have the conversation in a place that allows for privacy.
• Let them know the conversation will remain confidential if they wish, but explain the limits of that confidentiality—such as if there are signs they might harm themselves. 

Four Steps for Employers to Help Guide Conversations 

Here are 4 steps with verbal tips on how to guide conversations with your worker.

Step 1: Ask

Ensure you are relaxed and have dedicated enough time to make the conversation meaningful. Find a quiet, safe, and private place to meet with the worker or speak with them over the phone. 

“Are you okay?”

“Is this a good time to talk?”

“I know you’re going through something tough right now. Do you want to talk about it?”

“Talking about what you’re experiencing isn’t easy, but it can help. I’m here to listen.”

Step 2: Listen

Now it’s your employee’s turn to talk. Take what they say seriously and sit patiently in silence if they need time to think. Don’t rush, interrupt, or try to “fill in the blanks.” 

Avoid making the conversation about you and your experiences. You are there to listen and support. If they get angry or upset, that’s okay. Stay calm, and don’t take it personally.

“I understand you’re upset. I’m asking because I’m concerned and want to help.”

“Are you able to elaborate on that? I want to understand as best as I can.”

“Take as long as you need. I’m here when you’re ready.”

“I genuinely care about you, and my job is to listen to what you need.”

“You have every right to be angry. Let it out.”

Step 3: Encourage Action

Once you understand what’s going on, you can make a plan together to take action. Make it clear your worker has your full support on their road to recovery.

“How can I help?”

“What would be a good next step? Can we take it together?”

“What do you need from me to support your return to work?”

“Thank you for sharing. Let’s make a plan on how to move forward.” 

Step 4: Check In

Plan to check in on how your worker is doing and share helpful resources regularly. This will demonstrate that they have your genuine, ongoing support. Don’t judge or criticize if no progress has been made. Stay optimistic.

“Checking in to see how things are going. Are the steps we discussed working?”

“How are things going?”

“If the action plan isn’t working, there’s always another way. Let’s try something different.”

“Glad to hear you’re making progress. Great job.”

“If it’s okay with you, I’d like to keep checking in on a regular basis.”

“I found this resource helpful, let me share it with you.”