How to support employees through collective trauma and crisis?
(e.g., war, global events, humanitarian emergencies)
Whether it’s war, natural disaster, or humanitarian crisis, global events don’t stay “outside the office.” For many employees, especially those with personal, cultural, or geographic ties, these events impact their emotional well-being, attention, and sense of safety.
And yet, in many workplaces, these crises are met with silence, avoidance, or “business as usual.”
That silence can feel like abandonment.
🌍 What is collective trauma?
Collective trauma is a psychological reaction that occurs when a group of people experience a shared threat or loss, such as war, terrorism, forced migration, or environmental disaster.
According to Judith Herman (1992), trauma is not just about the event — it’s about the overwhelming of the nervous system and a rupture in connection and meaning.
In collective trauma:
- Grief and fear are ongoing
- There’s uncertainty and helplessness
- People often carry survivor’s guilt, especially if their loved ones are directly affected
Even employees not directly impacted may feel vicarious trauma from continuous media exposure.
🧠 What happens in the brain?
Collective trauma can lead to chronic activation of the amygdala (threat center) and suppression of the prefrontal cortex, making it harder to focus, plan, or regulate emotions.
People may seem “checked out,” anxious, tearful, or emotionally numb — all are natural survival responses.
🛠️ How can HR and leaders offer real support?
1. Acknowledge what’s happening
Silence can feel like denial. Even a simple statement like “We know that what’s happening right now may be affecting many of you” matters.
2. Provide flexible support
Offer flexibility with deadlines, workloads, or working hours. Allow space for grief and processing.
3. Create safe spaces
Offer optional spaces — such as listening circles or check-ins — for those who want to share or simply not feel alone.
4. Make resources visible
Highlight access to mental health support, external counseling, or culturally relevant resources.
5. Train managers
Give them the language and confidence to hold space without trying to “fix.” Empathy and presence are often enough.
🔚 Final Thought
Supporting employees through global crises isn’t political — it’s human.
When you acknowledge pain and offer care, you don’t just retain talent — you build a culture of trust, solidarity, and resilience.
