What should you do after providing resources to a stressed officer?

• A. After providing resources, evaluate team productivity to determine workload adjustments.
• B. Do nothing further and assume the officer will reach out if needed.
• C. Publicly share the officer's personal struggles to reduce stigma.
• D. Follow up to see if resources were used and to determine additional support needs.

Answer: (D)

After providing resources to a stressed officer, the important step is to follow up to see whether those resources were used and what additional support might be needed. This keeps the focus on ongoing wellbeing and safety, not just a one-time gesture. By checking in, you can confirm access (for example, if counseling was taken up or if a peer support group was attended), identify any barriers to using the resources (like stigma, scheduling, or accessibility), and tailor further help—whether that means arranging additional counseling, adjusting duties, offering more time off, or providing different types of support. This approach shows that leadership is actively supporting the officer, which helps maintain trust, reduces risk of burnout, and ensures the intervention is actually meeting the officer’s needs.

The other options miss this continued care. Evaluating team productivity shifts the focus to workload metrics rather than the individual’s wellbeing. Doing nothing expects the officer to self-reach out, which may not happen due to barriers or stigma. Publicly sharing private struggles breaches confidentiality and can worsen the officer’s situation, eroding trust and privacy. Following up to assess usage and determine next steps is the most responsible and effective course.