Hiring veterans brings a wealth of experience, discipline, and leadership to the workplace. The transition from military to civilian life can be challenging for veterans. Adapting to new work environments is particularly difficult. Understanding the practical steps for managers can help veterans transition. Learning how to support veteran employees effectively can make a significant difference in their success and well-being.
This article will explore how managers can use psychological flexibility, a concept derived from Acceptance and Commitment Therapy (ACT). It can help better manage and support veterans in the workplace. We’ll discuss the challenges veterans face. We will cover the importance of understanding PTSD and moral injury. We will outline practical steps managers can take to create a more supportive work environment.
Understanding PTSD and Moral Injury
Before diving into how to manage veterans effectively, it’s crucial to understand two common challenges they face. These challenges are Post-Traumatic Stress Disorder (PTSD) and moral injury.
PTSD is a well-known condition that can result from experiencing or witnessing traumatic events. Symptoms can include flashbacks, nightmares, severe anxiety, and uncontrollable thoughts about the event. For many veterans, situations in the workplace trigger their PTSD. This makes it difficult for them to do their best.
Moral injury, on the other hand, is less commonly discussed but is equally significant. It occurs when a person commits, witnesses, or fails to prevent actions that violate their deeply held moral beliefs. This can lead to profound feelings of guilt, shame, and a sense of betrayal. Unlike PTSD, moral injury is not a medical diagnosis. This means it often goes unaddressed. Veterans are to cope with these feelings on their own.
Both PTSD and moral injury can deeply affect a veteran’s mental health and performance at work. As a manager, being aware of these conditions is the first step toward creating a supportive environment.
The Role of Psychological Flexibility
Psychological flexibility is a core concept of Acceptance and Commitment Therapy (ACT), which has been shown to be effective in treating PTSD and moral injury. In the context of managing veterans, psychological flexibility refers to a manager’s ability to adapt their behavior and adjust their thinking to respond to the unique needs of their veteran employees.
Here’s how psychological flexibility can help:
- Enhancing Understanding: By being open to learning about the challenges veterans face, managers can better understand their behavior and needs. This understanding helps build stronger relationships and reduces the likelihood of miscommunication
- Adapting Management Styles: Veterans may respond differently to management styles than civilian employees. Managers who are psychologically flexible can adjust their approach to meet the needs of each veteran, whether it’s by providing more support, offering flexibility in work tasks, or simply being more patient.
- Creating a Supportive Environment: Psychological flexibility allows managers to create a work environment that acknowledges and respects the experiences of veterans. This can include allowing time off for therapy sessions, being mindful of potential PTSD triggers in the workplace, and fostering a culture of understanding and respect.
Practical Steps for Managers
- Educate Yourself: Knowledge is power. Managers should take the time to learn about PTSD, moral injury, and the general challenges veterans face when transitioning to civilian life. This can be done through online resources, workshops, or training programs specifically for veterans’ employers.
- Implement Psychological First Aid (PFA): Psychological First Aid (PFA) is a set of principles to help people in distress. While it’s not a replacement for professional mental health care, PFA can help managers provide immediate support to veterans experiencing a mental health crisis. This could involve active listening, providing reassurance, and helping the veteran access professional help.
- Promote Mental Health First Aid (MHFA): Mental Health First Aid (MHFA) is another valuable resource for managers. It’s a training program that teaches people how to identify, understand, and respond to signs of mental health issues. By becoming certified in MHFA, managers can better support their veteran employees and reduce the stigma around mental health in the workplace.
- Use Scenario-Based Training: One effective way to prepare for real-life situations is through scenario-based training. This involves running through hypothetical situations that could arise with veteran employees—such as dealing with a PTSD episode—and discussing the best ways to handle them. This type of training helps managers feel more confident and prepared to support their veteran employees.
- Foster a Culture of Support: Encourage open communication and foster a culture where veterans feel comfortable discussing their needs. This can include regular check-ins, offering mentorship programs, and ensuring that veterans know about the mental health resources available to them.
- Collaborate with Veteran Organizations: Partnering with organizations that specialize in veteran affairs can provide additional support and resources for both the veterans and the company. These organizations can offer training, counseling services, and other assistance that can be invaluable in managing veteran employees.
The Impact of a Supportive Environment
Creating a supportive work environment isn’t just about being a good manager. It’s about improving the overall well-being of your veteran employees. This improvement, in turn, can lead to better job performance and job satisfaction. Veterans bring unique skills and perspectives to the workplace. When there is support, veterans can become some of your most valuable team members.
A supportive environment helps veterans feel understood and respected. It reduces the likelihood of misunderstandings and conflicts, which can arise from unaddressed mental health issues or moral injuries. It also encourages veterans to seek help. Veterans know that their workplace is a safe and supportive space.
Moving Forward: A Call to Action for Employers
If you’re managing veterans or planning to hire them, it’s crucial to take these steps seriously. Educate yourself, implement psychological flexibility, and create a work environment that truly supports those who have served.
Remember, veterans have made significant sacrifices for their country. The least we can do as employers is to ensure they have the support they need. This helps them succeed in their civilian careers. Foster understanding. Offer the right resources. Create a culture of respect. This way, you can make a real difference in the lives of veteran employees.
Let’s work together to bridge the gap between military and civilian life, making our workplaces not just veteran-friendly, but veteran-supportive.