How to respond appropriately to a panic attack in an employee?

An unremarkable day at the office becomes completely unreal when unexpectedly one of our co-workers experiences a panic attack. A person may have trouble breathing, chest pain, dizziness, and just expressing what he or she is dealing with can make it very difficult.

What to say when we witness a panic attack?

When an employee experiences a panic attack, the right words and expression of support can be extremely helpful. Here are three examples of what you can say:

“Rest assured, I am here with you. You are safe/safe. You’re amplifying difficult emotions right now, but it’s only temporary. Let’s focus on deep breathing together – inhale slowly and then exhale gently.”If possible, focus together on the rhythm of your breathing. Inhale and exhale (for 5 seconds each).
“You don’t have to go through this alone/on your own. I am here to help you. I understand that this can be scary, but together we will overcome it. Would you like us to go to a quieter place for a while?”
“You don’t have to be afraid of anything, this is a normal experience that can happen to any of us. Remember that you can count on me and I will always be here to help you. Is there anything I can do for you or do you need a break?”

It is important to be calm, patient and supportive in your words. Give the employee the feeling that he or she is understood and accepted, regardless of what he or she is experiencing. Showing empathy and being willing to listen can be comforting and reassuring during a panic attack.Try to rationalize the experience of chest pain, breathing problem and excessive sweating by focusing on taking slow inhales and exhales with appropriate pauses.

See: Panic attack – what is worth knowing?

How to respond to a panic attack in the office?

A panic attack is a sudden and intense onset of severe anxiety or panic that occurs unexpectedly and can last for several minutes to several hours. A person experiencing a panic attack may experience frightening physical and emotional symptoms that seem uncontrollable.

Symptoms of a panic attack may include:

Strong feelings of anxiety or panic, for no apparent reason.
Accelerated heartbeat (tachycardia) or a feeling of a strong heartbeat.
A sudden feeling of shortness of breath or shortness of breath.
Trembling of the body or trembling in the extremities.
Sweating and feeling hot or cold.
Chest pain or a feeling of tightness.
Dizziness or feeling faint.
Fear of losing control or “going crazy.”
A premonition of threat or danger without a specific cause.
Willingness to escape or avoid a situation where a panic attack previously occurred.

Panic attacks may occur only once in a person’s life, but they can also be recurrent and affect quality of life. Recurrent panic attacks, especially when they become chronic, Are a symptom of the anxiety experienced. A person struggling with an attack may not be able to identify the cause and situation that caused the reaction. It can lead to anxiety disorders such as panic disorder, agoraphobia or other mental health problems.

The causes of panic attacks are not always clearly known, but it has been observed that there are genetic, neurochemical and environmental factors that can influence their occurrence. Psychological support and therapy can help people struggling with panic attacks to understand and cope with these experiences. In some cases, when panic attacks are particularly severe and affect daily functioning, pharmacological intervention may be necessary.

What can you do when an employee has a panic attack?

Cooperation with management:

The first step for HR is to notify management of the situation. Communication is key because it helps to understand what measures to take to help the employee recover. Together, determine whether the employee can return to work after a short break or whether he or she may need medical leave.

Ensuring security and privacy:

HR should ensure that an employee has access to a private and safe place to address his or her mental health. If possible, provide a quiet room where the employee can breathe and collect his thoughts.

Inform employees about support resources:

HR can play a key role in ensuring that employees are aware of the psychological support resources available within the organization. You should make available information about support programs, contacts for therapists and psychologists, as well as other available sources of help, both internal and external.

Creating a friendly atmosphere in the workplace:

The HR team can act as the main advocate for creating a friendly and supportive atmosphere in the workplace. It is worth providing training related to mental health to increase awareness and understanding of the issue among employees. Encouraging open communication and supporting each other will help reduce the risk of employees feeling isolated and emotionally overloaded.

Monitor and track progress:

After a panic attack, an employee may need time to return to full productivity. HR should contact the employee regularly to find out how he or she is doing and whether he or she needs additional support. It is also a good opportunity to assess whether the implemented support measures are effective and whether additional actions are required:

A panic attack in the workplace can be a frightening experience for both the employee and those around him. It is important to respond appropriately and provide support to your employee during a crisis. Remaining calm, empathetic and providing a private and safe place are key elements in responding to the situation. In addition, it is worth encouraging the employee to seek long-term psychological help to minimize the risk of panic attacks recurring in the future. Remember that your support and concern can have a huge impact on an employee’s mental health and create a positive workplace atmosphere where everyone can feel safe and valued.

What conclusions can be drawn after such a situation?

After such a panic attack situation with an employee, the HR team can draw some important lessons to help further improve mental health support strategies in the workplace. Here are some potential conclusions:

Demand for mental health training: An employee’s panic attack situation may suggest that there is a need for training and education related to recognizing, dealing with mental health problems and supporting colleagues in difficult situations. HR can plan training for employees and managers to raise awareness of the issue.
Evaluate support policies and procedures: The HR team should review current policies and procedures for supporting employees with mental health problems. Are they sufficiently accessible and understandable to all employees? Are emergency response procedures effective and well known? Making any adjustments can increase the effectiveness of the support.
Monitoring the mental health of employees: A panic attack situation may be a signal that it is worthwhile to implement regular monitoring of employees’ mental health. HR may consider introducing a survey or other tools to track the overall mental state of the team to identify potential problems early and offer support.
Creating support programs: Lessons learned from this situation may lead HR to consider introducing or developing mental health support programs in the workplace. This could include the possibility of therapy or psychological consultation, the organization of support groups or access to mental health platforms.
Strengthening a culture of support: A panic attack situation can be an opportunity to strengthen a culture of support and open communication within an organization. HR can encourage managers and employees to actively listen, empathize and show concern for their colleagues. It is worth emphasizing that everyone has the right to support and no one should be ashamed to ask for help:

Implementing appropriate training, evaluating procedures, monitoring employee mental health, and creating support programs are key steps to help create a more supportive organizational culture. Open communication and empathy are the foundations for understanding and caring about employees’ mental health, which will contribute to higher levels of satisfaction and productivity in the workplace.

What should not be done when an employee has a panic attack at work?

In a panic attack situation with an employee, there are certain behaviors that are crucial to avoid in order not to aggravate the situation or harm the person who needs support. Here are some things you should not do in such a situation:

Don’t ignore the situation. The most inappropriate response will be its absence or trivialization of the employee’s experience. Avoiding the subject or downplaying the problem can make a person feel misunderstood and abandoned at a difficult time.
Don’t impose solutions: While your intentions may be good, don’t try to impose your solutions on mental health. Each person is different, and what works for one may not work for another. It’s a good idea to ask your employee exactly what they need, rather than assuming you know what’s best for them.
Don’t downplay the problem:Don’t downplay the experience panic attack, suggesting that it’s just “overload” or a “nervous crisis.” A panic attack is a serious experience that can be very frightening and should not be taken lightly.
Don’t blame the employee: Avoid blaming the employee for the situation they are in. A panic attack is not the result of “weakness” or “inability to cope.” It can have many causes, often beyond the employee’s control, such as stress, personal problems or neurosis.
Don’t get distracted: When having a panic attack, avoid overly distracting the person. Not everyone needs an immediate rescue operation or to surround themselves with too many people. Give the employee space and privacy if they need it.
Don’t pretend to be an expert if you’re not one: If you’re not a mental health professional, don’t try to pretend you know what the best approaches or therapies are. Encourage the employee to consult a professional in the field.

In a panic attack situation with an employee, it is important to avoid behaviors that can further harm the person in need of support. Don’t ignore the problem, don’t impose solutions, don’t belittle the employee’s experience or blame him for the situation. Try to be genuinely involved, provide support, be attentive and show understanding. Offer support, empathy and show understanding. Remember that from psychological support there are, first of all, specialists ie. psychologists, psychotherapists and psychiatrists. If you don’t feel up to the task and mental health topics are difficult for you, recommend that your employee consult a professional.Remember that the most important thing is to show concern and be ready to help in the right way.

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