In today’s dynamic work environment, where pressure, deadlines, and demands are constantly increasing, emotional crises among employees have become an increasingly common phenomenon. According to recent studies, mental health issues affect a significant portion of the working population, impacting not only the well-being of individuals but also productivity, team atmosphere, and overall organizational performance. In the face of these challenges, the ability to provide psychological first aid becomes a key competency for both leaders and coworkers.
What is Psychological First Aid?
Psychological First Aid (PFA) is an evidence-based approach designed as an immediate response to support individuals experiencing emotional or psychological crises. Unlike professional therapy, PFA can be provided by appropriately trained individuals who are not mental health specialists. Its primary goal is to stabilize the emotional state of the person in crisis, provide basic support, and, if necessary, refer them to professional help.
One of the most recognized and effective programs in this field is Mental Health First Aid (MHFA), which was developed in Australia in 2000 and has since spread worldwide. This program teaches participants to recognize the symptoms of various mental health disorders and how to respond in mental health crisis situations.
Mental Health First Aid (MHFA) – Program Basics
Mental Health First Aid is a structured training program that equips participants with the knowledge and skills necessary to:
- Recognize early symptoms of mental health problems
- Engage in supportive conversations with individuals facing difficulties
- Provide immediate help in crisis situations
- Refer individuals to appropriate professional support resources
Research shows that individuals trained in MHFA demonstrate significant improvements in mental health knowledge, reduced stigmatizing attitudes, and increased confidence in providing help. Furthermore, between 68% and 88% of trained individuals actively use their acquired skills when interacting with individuals experiencing mental health difficulties.
When to Respond? Recognizing Warning Signs
A crucial element of effective psychological first aid is the ability to recognize warning signs that may indicate an emotional crisis in an employee. The most common signs include:
- Sudden changes in behavior or appearance
- Decreased work performance or quality of tasks
- Increased absenteeism or lateness
- Social withdrawal and isolation from the team
- Irritability, anger outbursts, or crying
- Difficulty concentrating and making decisions
- Expressions of hopelessness, helplessness, or suicidal thoughts
It is important to note that a single symptom does not necessarily indicate a crisis; however, the combination of several symptoms persisting over time should raise concern and prompt supportive actions.
How to Respond? Practical Psychological First Aid Techniques
1. ACTION Model in Mental Health First Aid
The MHFA program proposes the ACTION model, which serves as a practical guide for handling crisis situations:
- Assess for risk of suicide or harm
- Listen non-judgmentally
- Give reassurance and information
- Encourage appropriate professional help
- Encourage self-help strategies
2. Guidelines for Conducting Supportive Conversations
A key component of psychological first aid is the ability to conduct a supportive conversation:
- Choose the right place – private, quiet, free from distractions
- Maintain confidentiality – reassure the individual of discretion (except in life-threatening situations)
- Use active listening – maintain eye contact, nod, paraphrase
- Use open-ended questions – encourage expressing feelings and thoughts
- Avoid judgment – do not criticize or downplay the problems
- Show empathy – demonstrate understanding and acceptance of the person’s feelings
- Do not rush to solutions – first, listen and understand
3. Stabilization in Acute Crisis
In situations of acute emotional crisis (e.g., panic attack, severe anxiety), stabilization techniques may be helpful:
- Breathing techniques – encourage deep, slow breaths (inhale for 4, exhale for 6)
- Grounding – redirect the person’s attention to “here and now” by engaging the senses (5 things they can see, 4 things they can touch, 3 sounds they hear, etc.)
- Normalizing reactions – reassure that emotional reactions in a crisis are natural
- Ensuring safety – make sure the person is in a safe environment
4. Referral to Professional Help
Psychological first aid does not replace professional support. It is important to know when and how to refer someone to a specialist:
- Know available resources – employee assistance programs (EAP), company-affiliated psychologists, local mental health centers
- Offer specific help – assist in scheduling appointments or finding the right specialist
- Highlight benefits – explain how professional help can improve the situation
- Monitor and support – continue providing support even after referral to a specialist
Implementing Psychological First Aid Programs in Organizations
More and more organizations are opting to implement MHFA programs as part of a broader employee well-being strategy. Research shows that these programs provide both individual and organizational benefits:
- Increased awareness of mental health issues
- Reduced stigma associated with mental health problems
- Earlier detection of issues and faster intervention
- Improved work atmosphere and team relations
- Reduced absenteeism related to mental health issues
- Increased employee productivity and engagement
Successful implementation of the MHFA program in an organization requires:
- Management and leadership involvement
- Adapting the program to the organization’s specifics
- Regular training and knowledge refreshment
- Clear communication about available resources
- Creating an organizational culture that supports openness regarding mental health
Practical Examples from Organizational Life
Example 1: Emotional Crisis Due to Deadline Pressure
Anna, a marketing specialist in an international corporation, began showing signs of severe stress during an intense advertising campaign period. Her manager, trained in MHFA, noticed that Anna had become withdrawn, made unusual mistakes, and was close to tears during team meetings.
Instead of focusing solely on deadlines and results, the manager invited Anna for a private conversation in a quiet place. Using active listening techniques, they allowed Anna to express her frustration and concerns about the project. It turned out that Anna was dealing with not only work pressure but also a serious family member’s illness, which significantly impacted her emotional state.
The manager:
- Expressed understanding of Anna’s difficult situation
- Reviewed her workload and modified some deadlines
- Offered flexible working hours so she could care for her sick family member
- Informed her about the available company psychological support program
- Planned regular follow-up meetings to monitor her well-being
Thanks to this intervention, Anna received the needed support, was able to better balance her work and personal responsibilities, and ultimately avoided burnout and long-term absenteeism.
Example 2: Supporting an Employee with Anxiety Symptoms
Tomasz, a programmer at an IT company, began experiencing panic attacks during important client meetings. His coworker Maja, trained in MHFA, noticed that before one such meeting, Tomasz showed signs of severe anxiety – rapid breathing, trembling hands, and difficulty concentrating.
Maja gently suggested a short conversation in an empty conference room, where:
- She guided Tomasz through a simple breathing exercise (inhale for 4, exhale for 6)
- She applied the “5-4-3-2-1” grounding technique (5 things he can see, 4 things he can touch, etc.)
- She normalized his experience, saying that panic attacks are common and not a sign of weakness
- She offered to accompany him during the meeting or request a reschedule if Tomasz needed it
After stabilizing the situation, Maja shared information about the company’s psychologist specializing in anxiety disorders. She encouraged Tomasz to consider a consultation, highlighting how effective coping techniques could significantly improve his comfort at work and overall well-being.
As a result, Tomasz decided to attend a consultation, started cognitive-behavioral therapy, and gradually developed strategies to cope with anxiety, which allowed him to function effectively in professional situations that previously caused significant discomfort.
