TRAUMA INFORMED PRACTICES

WHAT IS IT?

Trauma informed practices recognize the significant and pervasive effects of trauma in the lives of workers, owners and management alike. A trauma informed approach radically changes the experience of working at all levels.

HOW DOES IT WORK?

With potential trauma in the forefront, we learn to prioritize mindful communication at all times, with all people to avoid shame, guilt, and oppressive power dynamics that have become common place in the restaurant industry.

WHERE DOES IT APPLY?

- The presence of trauma exists across all demographics of people regardless of race, age, gender, class, beliefs, sexual orientation or otherwise.

– All corporations, small businesses, nonprofit organizations, and colleges have a responsibility to consider trauma when conducting operations.

5 Principles of Trauma Informed Practices

Safety

Ensuring physical and emotional safety
Meeting people where they are
The person’s culture is respected and incorporated into all stages of intervention Identification and on-going assessment of triggers and plans to address these
Establish and maintain predictable routines to increase the sense of safety
Maintain a calm environment to decrease hyperarousal
Support and promote positive and stable relationships in the person’s life
Ensure opportunities for success

Trust Worthiness & Transparency

Maximizing trust through transparency, task clarity, consistency, and interpersonal boundaries
Provide clear information about when, where, and by whom services will be provided
Be on time Do what you say you will do, and if you can’t do it, take responsibility
Talk about the good, the bad, and the ugly Avoid “tricking” or “catching” people

Collaboration & Mutuality

Ask about team member's goals or priorities
Service plans should be developed by the worker, with the support of elected company leaders
Ongoing assessment of which programs and services have been effective

- Do goals and service plans need to be adjusted?

Shared expectations for the helping relationship
During emotional times ask, “How can I support you right now?”

Empowerment Voice & Choice

Prioritizing empowerment and skill-building
Focus on empowerment instead of management and control
Build upon strengths and promote resilience
Maximizing workforce experiences of choice and control:

- When and where will you meet?

- How does the person prefer to communicate?

- How does the person prefer to be addressed?

- Who will be on the team?

- What services does the person want?

- Person decides which goals to work on first

- When does the person want to terminate services/involvement?

Cultural/Historical Gender Issues

The organization moves past cultural stereotypes and biases
Incorporates policies, protocols and processes that are responsive to the racial, ethnic and cultural needs of individuals served; and
Recognizes and addresses historical trauma

Frequently Asked Questions

Please reach us at kmenegozzi@gmail.com if you cannot find an answer to your question.

What improvements/changes can I expect to my business if I take on trauma informed practices?

Reduced Conflict, Passive Aggression and Social Isolation
Improved Communication and Collaboration
Improved productivity, creativity and optimism
Reduced Absenteeism & Turnover

What does the implementation of trauma informed workplace practices look like?

Phase 1: Understanding via Awareness

- In this phase, teams becomes aware of how prevalent trauma is and its impact on workers, clients, and business outcomes. Employee satisfaction surveys are a key tactic for learning how employees respond to their workplace and work relationships.

Phase 2: Explore Sensitivity in Action

- Phase two begins with an organization begins to understand trauma-informed principles, causes, expressions, and possible ways to overcome trauma-related problems that affect workers and businesses

- Supervisors, managers, team leaders, and executives all have varying degrees of responsibility for developing employee relationships; however, they need training in proper trauma-informed communication and awareness beforehand. One-on-one discussions, performance reviews, and team meetings are good platforms to communicate with employees.

Phase 3: Decide, Respond & Assess

- Phase three kicks off with consent and implementation of community guidelines and procedural changes that affect culture and eliminate trauma triggers.

- Community guidelines and procedural changes are opportunities to embed awareness and trauma-informed practices across the entire organization.

*** For this to work, however, no single person, group, or personality should be singled out for attention. All employees must understand this effort as an enhancement to organizational culture, norms, and productivity

- Performance of changes and community guidelines will be evaluated on a ongoing basis and changed by consent based on learning and outcomes.

Third Question

Add an answer to this item.