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Support recovery

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Supporting workers post-injury is critical in influencing successful return-to-work/stay-at-work processes. Along with leadership support (see Leadership Suite) and communication with the worker, alignment to an injury management process, and provision of a critical incident debriefing opportunity supports recovery.
 

Critical incident debriefing (CID)

Critical Incidents can occur across all workplaces and are often unexpected in nature. LGIS provides an evidence-based service for supporting employees after a critical incidents occur.

A critical incident is any event that poses a real or perceived threat to an employee's well-being. Exposure to critical events may produces a strong emotional response that could lead to the employee feeling overwhelmed and unable to cope.  

To find out more, visit our resources page.

Consultancy and advice

LGIS provides advice/consultancy support to LGIS members during 'high-risk' times. High risk times include any situation where there's a high risk of psychological injury being caused in the workplace. This can include times where an employee is experiencing complex mental health issues, an employee has expressed suicidal ideation, and/or times where a critical incident has occurred and a team require support. 

At LGIS we understand there are many different circumstances that can significantly increase the risk of psychological injury within the workplace to individuals and teams. We endeavour to assist our members with managing a mirage of complex psychosocial hazards and risks within the work place. Members can utilise our advisory service to address any concerns they have around increased psychological risk within their workplace.

Examples of when to utilise LGIS advisory service

  • Sarah is a town planner who has been working with the shire for the last 2 years. Sarah's manager and colleagues have noticed a decrease in team morale and increased tension among employees due to the recent erratic behaviour displayed by Sarah. She often has emotional outbursts and takes her stress out on her colleagues. The organisation seeks advice to understand how to support Sarah while minimizing the negative impact on her team's mental health.
  • Michael is an accountant who has been with the shire for 9 months. Michael, has been experiencing severe anxiety. His colleagues are concerned about his well-being and are struggling to maintain a productive work environment. The organisation seeks advice on how to address Michael's mental health issues and maintain a supportive atmosphere for the rest of the team.
  • David, a long-term employee of the shire, has expressed suicidal ideation to a colleague, causing immediate concern. The organisation seeks advice on how to handle this delicate situation, ensuring David's safety and providing appropriate support to both him and his colleagues who may be affected.
  • The shire has undergone a change in top leadership, resulting in a shift in the organisational culture and management style. Employees are struggling to adapt to the new leadership approach, and morale has plummeted. The shire seeks advice on how to address this culture change and mitigate its impact on employee mental health.
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