Practical information when an injury cccurs
Good advice and guide to the Care conversation
As a leader, you are an important role model. By being open to discussing difficult topics, you help create a culture of trust and encourage employees to share their challenges. This openness fosters mutual support and makes it possible to address concerns early, preventing them from developing into long-term issues.
We encourage you to have regular conversations with your employees about their well-being, especially if you notice signs of distress. A care conversation is a valuable tool for understanding what support is needed and can be crucial in preventing sick leave.
Your employee may be hesitant to open up, often due to fears of not being taken seriously, concerns about appearing weak, or worries about having responsibilities taken away. Some may also believe they just need to push through the next few weeks, delaying necessary support.
As a leader, you might also experience barriers to initiating these conversations. Lack of time, discomfort discussing personal matters, or past experiences of being dismissed can all make it challenging. However, it is essential to set clear expectations and be direct about what you have observed—whether it is changes in behavior, increased absence, lower performance, working excessive hours, arriving late, or forgetting commitments.
To foster an open and supportive conversation, it is important to listen actively, remain curious, acknowledge the employee’s experiences, ask open-ended questions that encourage discussion, take the employee seriously, and take responsibility for follow-up actions and support.
Avoid minimizing the situation or letting your own assumptions shape the conversation. Ensure the employee has the space to share their thoughts without feeling dismissed.
Take time to prepare in advance by noting the key questions you want to ask. Consider what challenges the employee is currently facing, where they experience stress and well-being, what suggestions they have for improvement, and how you or others can provide support.
At the end of the conversation, summarize the key points and agree on any next steps, including specific actions and follow-up discussions. Also, consider how the situation may affect the rest of the team and communicate accordingly.
