The National Child Traumatic Stress Network notes that individual and supervisory awareness of indirect trauma exposure is a basic part of protecting workers' health. Supervisors shape how heavy the work feels. SAMHSA's guidance for supervisors of crisis counselors lists practical steps: plan regular meetings where staff can share experiences and concerns, keep people informed about peer support and debriefing options, encourage breaks and connection with others, build buddy systems and team connection, and follow up after intense periods.
In DHS and DSD settings, that can look like regular one-to-ones with a standing question about workload and difficult cases, reflective case discussion where staff can talk through what a case brought up without judgment, fair rotation of the hardest assignments, and a short team check-in after a death review, a hostile hearing or a crisis call. It also looks like modeling: taking leave, ending meetings on time, and saying out loud that a case was hard.
Keep the conversation about the work. Useful questions include: How is your workload this week? Which parts of your cases are weighing on you? What would make the next few weeks more manageable? Is there anything you would like me to change about how assignments or information reach you? Avoid questions about symptoms, sleep, diagnoses or personal history. Supervisors are not clinicians, and staff are not required to disclose health information or past trauma to anyone at work. If an employee chooses to share something, listen, thank them and keep it private.
If an employee's performance changes, address the work respectfully and specifically, and offer resources without guessing at the cause. You can say: I have noticed deadlines slipping this month, and I want to help. Here is how to reach the Employee Assistance Program, which is free and confidential, and if anything about your situation would benefit from a change at work, Human Resources can help with that too. If an employee asks for a change in schedule or duties for a health reason, treat it as a possible accommodation request and involve Human Resources or the ADA coordinator. If anyone is in immediate danger, follow your emergency procedures; the 988 Suicide and Crisis Lifeline is available by call or text.
