Onsite Individual Debriefings

You may be asked to come onsite for a variety of reasons and be available to see or offer individual debriefing services. Certainly, individual debriefings should always be part of a larger intervention and used as needed, but their are other reasons why an employer would want a counselor onsite. This is for anticipatory stress reactions as a result of a calculated event, i.e. job termination. It may be a structured lay off, or a firing, but the employer is attempting to be proactive for the employee's sake and theirs. No matter what the reason is for the individual debriefing request, the process is the same. You are doing PFA. They are likely to be in a level of shock or agitation and your goal is to stabilize, make them aware of resources should they need them, and move them on.  You are stabilizing not processing.  Their reactions are normal. If in the event they disclose risk factors, you are again stabilizing, using crisis intervention techniques which may include safety planning, then moving them on. Lets look closer at this from an organizational perspective.

Terminations

A structured lay off or downsizing is a cost saving initiative. There is much consultation and planning that goes into such job actions and while on the surface players may seem cold and removed, there has been much gut wrenching decision making.  The use of EAP is twofold- a resource for the employee, and a conscience easer for the employer. This is another example of the dual relationship EAPs must be sensitive to.  An effective lay off process is designed to move efficiently and humanely. It moves the person from point A (meeting with mgr) to point B (meeting with HR) to optional point C ( meeting with an outsourcing representative) to point D, the exit.  The EAP is onsite and available, but not a required stopping station along the way. Services are offered and if the employee wishes to meet with a counselor, they are escorted to the location. You are there to help them stabilize. Many counselors will tell you that very few utilize this service and that they end up sitting all day long. Keep in mind however you are satisfying the company's need to conduct this process as humanely as possible. You are likely to have contact with HR and managers who themselves may need some debriefing.

An employee who is going to be terminated (fired) may also bring up concerns where the request of onsite services is made.  Here, the concern is that the employee will become agitated and perhaps threatening. There usually is substantiated history to be concerned for this reaction. Upon agreeing to be onsite, one should be clear that there are protocols in place to ensure safety. There are times that the right intervention is security, not onsite services. It also needs to be clear that your role is to stabilize, using PFA. You are not their to provide an evaluation for some other reason.  There are specialists for that.

When onsite your "office" should be away from other employees and private. You should have access to security.  Stick to your role as laid out to you by the personnel who contacted you. Questions about benefits, legal, ADA, should be directed to the appropriate resource. Do not answer on behalf of the company. Realize that these are appropriate questions and signs that the employee is processing the event, therefore stabilizing and your role is to move them on.