Recognizing the Signs: How Trauma Manifests in Workplace Behaviour
Jessyca Greenwood
Workplace trauma can have a profound effect on an employee’s mental health, behaviour, and performance, and often, the signs may not be immediately apparent.
Whether due to a specific incident like harassment or bullying, or from prolonged exposure to stress, trauma can deeply influence how employees engage with their work and colleagues. For employers and investigators, being able to recognize these subtle signs is crucial—not just during investigations, but in everyday workplace interactions.
In this article, we’ll explore how trauma manifests in workplace behaviour and why recognizing these signs is essential for creating a supportive, trauma-informed environment.
Common Behavioural Signs of Trauma
Trauma can significantly change how an individual interacts with their surroundings, often resulting in behaviours that may seem puzzling without context. Understanding these changes is essential to providing a trauma-informed workplace. Below are some of the key behavioural signs to look for in employees who may be experiencing trauma.
1. Avoidance and Withdrawal
One of the most common signs of workplace trauma is avoidance. Employees may distance themselves from tasks, people, or situations that remind them of their trauma.
This behaviour can take various forms, including:
- Avoiding tasks or meetings: An employee might avoid work that triggers memories of a traumatic incident, especially if it involves people associated with the event.
- Increased absenteeism: Trauma survivors may frequently sick days or request to work remotely to avoid distressing environments.
- Withdrawing from social interactions: Employees may opt out of meetings or team activities, isolating themselves to minimize the risk of emotional triggers.
Recognizing this withdrawal as a potential sign of trauma—rather than disengagement, can employers intervene effectively and offer support.
2. Irritability and Emotional Reactivity
Employees dealing with trauma often experience heightened emotional sensitivity, making them more prone to intense reactions over minor stressors.
Emotional reactivity may present itself as:
- Frequent outbursts of frustration or anger: Even small issues may evoke strong emotional reactions, because the employee’s stress tolerance is already strained by trauma.
- Tense interactions with coworkers: Employees may struggle to manage their emotions in stressful situations, leading to conflicts or misunderstandings that could be mistaken for hostility.
Recognizing that these reactions may be linked to trauma allows employers to approach emotional responses with empathy, rather than punitive measures.
3. Changes in Performance
A notable decline in performance can be another sign of trauma in the workplace, affecting an employee’s ability to concentrate, remember, or make decisions.
Key indicators include:
- Difficulty concentrating: Trauma can impair focus, leading to lower productivity or missed deadlines.
- Increased Mistakes: As trauma affects cognitive function, employees may struggle with accuracy and attention to detail.
- Hesitation in Decision-making: Trauma can create self-doubt, causing employee to second-guess themselves, or feel overwhelmed by decisions they once managed with ease.
Before these performance issues, employers should consider whether trauma or external stressors may be contributing factors.
Trauma’s Impact on Memory and Decision-Making
Trauma doesn’t only affect emotions and behaviour — it can significantly impact cognitive functions such as memory recall and decision making. High-stress situations, including workplace investigations may worsen these challenges.
- Memory Recall: Trauma survivors may have difficulty recalling specific details, especially those linked to their trauma. This can be especially challenging in workplace investigations, where clear and accurate recollection of events is critical. Trauma can fragment memory, complicating the process of providing accurate, detailed information.
- Decision-Making: Trauma often impairs cognitive flexibility, leading to indecision, overthinking, or avoidance of decisions altogether.
Employers and investigators should be mindful of these cognitive challenges and give employees the time and space to process information without added pressure.
Interpersonal Dynamics in the Workplace
Trauma can deeply affect how employees interact with their colleagues, particularly in areas of trust, communication, and collaboration.
This manifests in several ways:
- Trust Issues: Employees who have experienced trauma may struggle to trust coworkers or supervisors, making teamwork and open communication challenging.
- Social Withdrawal: Trauma survivors may isolate themselves from their social environment at work, leading to breakdowns in team dynamics and cohesion.
- Sensitivity to Feedback: Constructive criticism, which may be neutral to others, can feel like an attack to someone who has experienced trauma, resulting in defensive or emotional responses.
Recognizing these dynamics allows employers to approach employees with greater sensitivity, ensuring a supportive environment that helps prevent further distress.
Conclusion
Trauma can reveal itself in many subtle ways within the workplace, from avoidance and reactivity to changes in work performance and strained relationships. For employers and investigators, recognizing these signs is essential for building a supportive and trauma-informed workplace.
By approaching trauma with empathy and understanding, organizations can create a culture where employees feel safe, respected, and supported. This not only aids in their healing, but also leads to a more productive and cohesive workplace.
A trauma-informed approach is more than just reacting to individual incidents —it’s about building a workplace environment that acknowledges and accommodates the lasting effects of trauma. With these principles in mind, employers and investigators can play a crucial role in improving the well-being of their teams.
