Managing St

NMH06-0235 

Getting HelpIf you feel you need additional information, you may fi nd this list of resources to be helpful.SAMHSA ResourcesInformation ClearinghousesDisaster Technical Assistance Center (DTAC) (800) 308-3515 www.mentalhealth.samhsa.gov/dtacNational Mental Health Information

Center (NMHIC)

P.O. Box 42557, Washington, DC 20015(800) 789-2647 (English and Español) (866) 889-2647 (TDD)www.mentalhealth.samhsa.govNational Clearinghouse for Alcohol and Drug Information (NCADI)P.O. Box 2345, Rockville, MD 20847-2345(800) 729-6686 (English and Español)(800) 487-4889 (TDD)www.ncadi.samhsa.gov

Treatment LocatorsMental Health Services Locator(800) 789-2647 (English and Español)(866) 889-2647 (TDD)www.mentalhealth.samhsa.gov/databasesSubstance Abuse Treatment Facility Locator(800) 662-HELP (4357) (Toll-Free, 24-Hour English and Español Treatment

Referral Service)(800) 487-4889 (TDD)www.fi ndtreatment.samhsa.gov

HotlinesNational Suicide Prevention Lifeline(800) 273-TALK (8255)(800) 799-4889 (TDD)

Other Federal ResourcesCenters for Disease Control and Prevention—Mental Healthhttp://www.bt.cdc.gov/mentalhealth/Center for the Study of Traumatic Stress at the Uniformed Services University of the Health Scienceshttp://www.usuhs.mil/psy/factsheets.html Federal Occupational Health Employee Assistance Program for Federal and Federalized Employeeshttp://www.foh4you.com or (800) 222-0364(888) 262-7848 (TTY)National Center for Post-Traumatic Stress Disorder (PTSD) http://www.ncptsd.va.gov/topics/katrina.htmlU.S. Department of Health and Human Services—Employee Assistance Program(202) 690-8229 HHSEAP@hhs.gov
Promoting a 

Positive Workplace EnvironmentA proactive stress management plan focuses both on the environment and the individual. A clear organizational structure with defi ned roles and responsibilities for linestaff responders, leads, supervisors, and managers reduces the potential for staff stress. An effective manager is familiar with the many facets of 

worker stress and takes a wide range of 

steps to integrate stress management strategies in the workplace.As a supervisor or manager you must assume shared responsibility for promoting a positive and healthy work environment, and not rely exclusively on workers initiating their own self-care practices. You should address the following dimensions when designing a stress management plan that prioritizes environmental and organizational health:

Effective management structure 

and leadership

Clear purpose, goals, and trainingFunctionally defi ned rolesAdministrative controlsTeam supportPlan for stress management.

Managers today face the challenges of supplying energy and passion, promoting a positive attitude, and creating an environment in which people feel connected to their work and their colleagues. Managers can boost employees’ perception of strong management support through feedback, open communication, and high visibility—that is, through a dynamic and supportive leadership style, one that engages others so as to raise each other to high levels of motivation.

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The following are principles of leadership that you can apply in the ordinary course of your daily life: meet challenges head on; be curious and daring; create a culture where failure and error are looked upon as steps toward success; and demonstrate personal courage to galvanize a team or organization that lacks resolve. The most inspiring opportunities for courage come when you face the longest odds.Minimizing Stress in the Workplace

Set the tone by treating coworkers 

with respect and valuing their contributions.

Hold regular staff meetings to 

plan, problem solve, recognize accomplishments, and promote staff cohesiveness.

Clearly communicate the rationale 

behind procedural or supervisory changes and performance expectations.

Create a formal employee 

suggestion system and encourage staff to contribute.

Resolve confl icts early and quickly.Prepare workers for concrete tasks 

that they may perform through technical training.

Acknowledge that work is often 

stressful and connect staff to professional help if necessary.

Promote an atmosphere where 

attention to one’s emotional state is acceptable and encouraged rather than stigmatized or disregarded.

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During the Crisis—At the SceneAt the disaster scene, you, as a manacan provide certain supports for wor

to mitigate stress and help them effectively perform the tasks at han

Minimizing Stress During the Crisis—At the Scene

Clearly defi ne individual roles 

and reevaluate them if the situation changes.

Institute briefi ngs at each shift 

change that cover the current status of the work environmensafety procedures, and required safety equipment.

Partner inexperienced workers 

with experienced veterans. Th

buddy system is an effective met

to provide support, monitor strand reinforce safety proceduresRequire outreach personnel to enter the community in pairs.

Rotate workers from high-stres

to lower-stress functions .

Initiate, encourage, and monito

work breaks, especially when casualties are involved. During lengthy events, implement longbreaks and days off, and curtail weekend work whenever possib

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