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OW SERIES: Day 38 – The RARE approach to managing teams after lockdown

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I’ve often been asked if I have any advice on how to structure the psychological approach to post-lockdown. I hereby invite you to utilise the “RARE” method:

Recognize: sensitize teams to be able to detect weak signs shown by people in psychological distress (a secondary prevention technique)

Act: teach teams how to start a conversation with someone showing signs of distress – using the right tone – and if necessary, direct the person in distress toward appropriate support services (secondary and tertiary prevention)

Recognise: prepare your organization for recovery by practising the Four Forms of Recognition [see below] in the office, on site or in telework (primary prevention)

Encourage: develop sensemaking skills, modelling your approach on organisations with a strong focus on cooperation (primary prevention)

Is this method exhaustive? No, not necessarily. Does it allow you to make progress towards recognising distress in the workplace? Yes, it certainly does.

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The Four forms of recognition (recap):

  1. Existential recognition: recognizing the employee for who he is as a person including his character strengths and life experiences.
  2. Recognition of work competencies: making sure to acknowledge all professional qualities, however subtle and manifold they may be.
  3. Recognition of effort: including time and energy invested in a project or an excessively long workday etc.
  4. Recognition of results: ensuring that the employee is appropriately recompensed for meeting important objectives or deadlines.


By Adrien Chignard

Adrien Chignard, Occupational Psychologist, Sens & Coherence

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