Training supervisors to support injured workers through recovery

When an employee is injured, he or she needs time and support for physical healing. But it also is important that supervisors know how to address the employee’s needs beyond the physical, such as emotional well-being and confidence as they return to work. It is crucial supervisors know how to approach an employee’s recovery process with empathy and understanding.

There are various factors that can influence whether an employee is ready to return to work, such as fear of getting hurt again; the financial implications of missing work; worries about resentment from co-workers who covered responsibilities; or concerns about job security.

Construction Executive shares the following ways leaders and supervisors can help support workers recovering from an injury.

1. Teach supervisors how to communicate effectively. Instead of asking questions regarding when the employee will be coming back to work, teach supervisors to check in regularly with the employee and ask questions that show they truly care. Questions could include: How are you doing overall? What concerns do you have about returning to work? Is there anything about the recovery process that has been particularly challenging? What questions do you have about what to expect moving forward? How can we support you during this transition? Ensure they understand they are a valued member of the team.
2. Help employees navigate the process. Recovery can be difficult when employees are faced with uncertainty. Questions about appointments, paperwork, and return-to-work expectations can be overwhelming. It is important to train human resources professionals and supervisors to explain the process clearly so workers have a solid understanding of what steps come next and the resources available to them.
3. Prepare leaders to support return-to-work efforts. The recovery process is not over when the injured employee returns to work. Prepare supervisors to help the employee transition back to the job site successfully by developing clear return-to-work procedures and identifying opportunities for modified duties when appropriate. Training should address factors such as understanding work restrictions, monitoring progress, offering flexibility and maintaining communication.