Trauma is a powerful force—often stemming from life-altering events like natural disasters, personal losses, or even global crises like COVID-19.
A recent study reveals that 70% of Americans have experienced some form of trauma, and it’s safe to say that similar numbers likely apply elsewhere, including Australia.
While the old mindset of “leave your personal life at the door” may have been the norm, today we understand that personal and professional lives are deeply interconnected.
Events like the bushfires, the Lindt Cafe siege, and the rise of toxic management styles remind us that trauma is community, personal and, at times, workplace-related.
Hi, I’m Esther, Director of Seed HR and a HR professional with over twenty years of experience across sectors from large-scale organisations to smaller enterprises. My passion lies in continuously finding innovative ways to support my clients in improving their HR practices, with the ultimate goal supporting them to create a positive and resilient workplace culture.
For managers and business owners, acknowledging trauma in the workplace isn’t about shouldering full responsibility – it’s about staying informed on HR best practices that support employees as whole people.
Talented professionals seek out workplaces known for their empathy, sense of belonging, and inclusive cultures.
I’ll now guide you through how trauma-informed HR can make a meaningful difference in both employee well-being and organisational success.
Understanding Trauma and Its Workplace Impact
Trauma refers to experiences that overwhelm an individual’s ability to cope, often having lasting effects on mental, emotional, and even physical well-being. Importantly, not everyone who experiences a potentially traumatic event will respond the same way. One person may find an event deeply distressing, while another may not experience the same level of distress and trauma.
In the workplace, trauma—whether from personal experiences or work-related events—can impact even the most capable of employees, manifesting as stress, anxiety, or disengagement, and leading to reduced productivity and compromised well-being.
What is Trauma-Informed HR?
Trauma-informed HR is an approach that enhances employee well-being and productivity by acknowledging the impact of trauma in the workplace.
Unlike purely policy-driven or compliance-focused methods, trauma-informed HR is rooted in values such as safety, trust, choice, collaboration, and empowerment.
It’s not about diagnosing trauma but about recognising signs of distress and adapting workplace interactions to minimise stress triggers.
Organisations don’t need to start from scratch. You can simply integrate supportive practices into their existing HR framework.
Let’s take a look at how this can be done now.
Applying Trauma-Informed Practices Across Employment Stages
New policies and practices often place the greatest burden on middle management.
So, how can you ensure these principles are consistently upheld at every level of your organisation, rather than leaving managers solely responsible?
We’re glad you asked.
I recommend integrating trauma-informed principles throughout the entire employment journey—from pre-employment to off-boarding. This approach promotes shared responsibility across the company, establishing clear expectations from the outset and shaping each interaction employees experience from start to finish.
When an employee leaves an organisation—whether due to redundancy or by choice—and has only positive things to say, it speaks volumes about the organisation’s culture and values.
Do you want this for your business?
It is possible.
When trauma-informed practices are prioritised at the beginning and end of the employee journey, it also makes the role of people managers much easier, providing a strong foundation for positive experiences for all involved.
Let’s now take a brief look at how you can adopt trauma-informed practices at the various stages of employment.
- Pre-Employment and Recruitment - Clear communication about job roles, expectations, and the hiring process can ease candidate anxieties. For example, by providing a transparent timeline and safe, welcoming interview environment.
- Onboarding and Orientation - During the transition into a new role, practices that emphasise clarity, safety, and open communication help new hires feel supported including personalised onboarding plans, introductions to support resources, and opportunities for new hires to voice questions.
- Ongoing Employment - During day-to-day operations you can create structured, accessible ways for employees to share feedback, set goals, and access support services. For instance, an Employee Assistance Program (EAP) is a valuable tool many organisations use to provide confidential counselling and mental health resources. An EAP offers short-term, solution-focused support for a variety of issues, from personal relationships and grief to work-related stress. By incorporating resources like an EAP, managers can support employees experiencing challenges without taking on a counsellor’s role.
- Off-Boarding - When an employee exits the organisation, whether voluntarily or involuntarily, providing open communication, remote exit interviews, and access to resources like EAP services creates a compassionate off-boarding process that respects each individual.
Seed HR can help your organisations adopt these practices, ensuring each step aligns with a trauma-informed approach.
The Benefits of Trauma-Informed HR for a Thriving Team
So, you've taken the plunge and teamed up with Seed HR.
We've guided you through embedding trauma-informed practices at every employment stage and equipped your key managers with the skills to keep these practices thriving.
Now, you're probably wondering—what can you expect from all this groundwork?
Trauma-informed HR practices can significantly enhance team cohesion, resilience, and overall productivity. When employees feel safe, respected, and supported, they are more likely to engage fully, contributing their best to their roles.
When you create a workplace where communication is clear, processes are fair, and support is readily available, employees feel genuinely valued. In turn, you’ll likely also see less absenteeism, stronger trust and transparency, and better relationships between employees and management.
Teams that trust their organisation tend to collaborate more effectively and show greater commitment to shared goals.
This approach also supports managers by providing guidelines to address team concerns empathetically.
Ultimately, trauma-informed HR is an investment in both employee well-being and organisational success, laying the foundation for a compassionate, high-performing culture that adapts and thrives.
Are you ready to bring these transformative benefits to your workplace?
Seed HR is here to guide you every step of the way, helping you implement trauma-informed practices tailored to your unique team.
Contact us today to start creating a more supportive, productive workplace.