Workplace injuries are an unfortunate inevitability in any work environment, even with the strictest safety measures in place. As a manager, your responsibilities extend far beyond employees’ safety in the workplace. Your role becomes even more critical when an incident occurs.
While your initial reaction may be mitigating company liability, you should also recognize the humanity of the injured employee and respond with empathy and care. How you handle these situations can significantly impact their recovery and overall well-being.
This guide highlights the best practices for post-injury care, emphasizing the importance of a compassionate and comprehensive approach to support your employees in their recovery. These practices let you create a more supportive workplace that prioritizes the well-being of your team members.
Best Practices for Post-Injury Care
Accidents, however unfortunate, are inevitable. These best practices let you support your team members’ recovery and make your work environment safer for the future.
1. Set realistic expectations
The first step is to establish a communicated and agreed-upon set of expectations for the employee’s recovery and return to work. It involves aligning the goals and expectations you and they have in terms of recovery times and process. Discuss the type of work-related injury, as provisions may change according to the gravity of the injury.
Balancing the needs of the business with the employee’s well-being can be challenging, but it is essential to prioritize the employee’s health and recovery. Collaborating helps set achievable timelines, making the transition back to work smoother while also demonstrating that you care for your workers.
2. Tailor treatment plans
There’s no one-size-fits-all approach to healing. You must provide detailed information about the injured employee’s job requirements to healthcare providers so they can design their treatment plan around the injured person’s work responsibilities to ensure the treatment is relevant and practical for both you and your employee.
Additionally, it’s essential to address both the physical and psychological aspects of the injury. For example, suppose the employee was injured in a road accident—the sixth most common reason for workplace absences. In that case, they may develop anxiety or post-traumatic stress if forced to resume driving too early.
Psychological support can significantly help the employee cope with any remaining emotional distress or anxiety related to their injury and return to work.
3. Facilitate productivity
It may help your employee transition back to work if you consider other roles they can fill while recovering. It’s a tactic that’s beneficial for both the business and the employee as you still get value, albeit in a different form, while they get used to resuming labor.
Consider their current capabilities and limitations. You can have an open, non-judgmental dialogue with the employee to understand their comfort level and needs. Besides the utility, this approach also adds a sense of inclusion and value within the team. Encouraging gradual reintegration into work tasks can also boost the employee’s confidence and expedite recovery.
4. Consider accessibility
A workplace injury can reveal gaps you can fill in both the job itself and the accessibility of your workplace. For example, you may notice that your office isn’t very wheelchair-accessible following the return of the recovering employee. Considering that 25% of adults in the United States have disabilities, filling these gaps as soon as possible can mean a great deal.
Having these accessibility issues brought up lets you make necessary adjustments for them and for anyone who may need them in the future. During the recovery, pay close attention to changes you can make to improve their ease of movement and functionality.
You may have to modify workstations or provide assistance devices. These adjustments may feel like a hassle or seem expensive, but you can consider them an investment in a more inclusive and respectful workplace.
5. Monitor and support continuously
Recovery can be a slow and non-linear process. Some days, the injured employee can seem almost back to full strength. On others, they may seem worse off than the previous. That’s a tricky thing about recovery, and it’s what makes regularly monitoring their progress and providing ongoing support so crucial.
Schedule regular check-ins to discuss their recovery and address any concerns they may have. If possible, provide access to resources such as counseling services or support groups. Continuous support helps identify any issues early on and ensures that the employee feels valued throughout their recovery.
Leading with Compassion, Not Profit
When an employee receives a workplace injury, upper management often has a knee-jerk reaction to consider the bottom line. They may shore up the legal team or try to focus on keeping the incident out of public perception.
However, in the rush to avoid liability, the human element can often get buried. True leadership lies in prioritizing the well-being of your team members over profit margins. Leading with compassion, not profit, lets you create an office where employees feel valued and supported.
This feat not only aids in recovery but also strengthens their loyalty and commitment to the organization. Investing in employee well-being and health is both an ethical responsibility and a strategic advantage.
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