Statistics show the results of stress that correctional professionals experience. This issue should be dealt with head-on at every opportunity, with no minimizing. Staff needs to know the warning signs of stress-related negative behavior and its effects on staff, families and friends.
Staff also needs to understand that help is available to cope with stress, and that seeking such help does not mean staff are weak or aren’t making the cut. Stress is a natural by-product of working in corrections. When we are physically ill, it is natural to go to a medical doctor. When we experience emotional distress, it ought to be natural to go to someone who can help.
It is never an easy task to approach a staff member who you, as their supervisor, believe is having personal problems. There is one rule that applies though. Care enough to confront. Staff members struggling with personal issues are not outwardly focused. Rather, they are inwardly focused. Such staff members are a detriment to themselves and to the safety of other staff and offenders. They are probably not fully aware of what is happening in their environment. Distractions may result in security failures. People can get hurt. Lives can be lost.
How you confront is just as important as that you do confront. Let the staff member know your expectations and the importance of remaining focused. I trust you know your staff well enough that you can decide on the best approach to take with each one. Some require “kid gloves,” others require more direct communication. The bottom line is that you are a supervisor in a correctional environment, responsible for the safety of the staff and offenders you supervise. Are you doing all you can to assure their safety within the policies of your facility?
Remember never to dismiss staff who are suffering as “weak” or “not worth the effort.” The world’s greatest Leader once said, “Let he who is not guilty cast the first stone.” Have you never struggled? How would you want to be treated if the situation were reversed? You are dealing with a person who needs help and perhaps doesn’t realize it or doesn’t know what to do about it. Care enough to confront, and do so compassionately.
Starting such an intervention can be a challenge. NEVER do this in front of other staff or offenders. Dignity and pride are important. If you take these away, you have lost the battle to help a staff member. Confront the staff member privately by saying something like: “I am concerned that you seem to be distracted lately, not focused on your job. Is there anything you need to talk to someone about?” Ask them not to divulge personal information to you, especially of a medical nature, but tell them that there are professionals to whom they can speak confidentially.
Get to know your staff well enough ahead of time so you can formulate the best approach for each case as the need arises. Many jurisdictions have in-house services available to staff. Know these resources and make sure your staff knows them. Encourage the staff to avail themselves of these resources as needed.
Corrections is a difficult and stressful occupation, and sooner or later most of us need to reach out for assistance to cope. It may become necessary to make this an expectation for some staff.
Until the issue is resolved, you could perhaps assign the staff member to a less stressful post in the facility. Always be upfront and honest. Let the staff member know you wish to help. In the event your jurisdiction does not have in-house services of this nature or the staff member does not want to use them for whatever reason, offer to staff a list of community and national resources. Also Desert Waters’ Ventline is an excellent resource, and it is offered at no charge to staff and their families.
