Strategies to Prevent Suicide

Written by Arthur Elliott on February 20, 2025.

Suicide Prevention

Strategies to Prevent Suicide

Editor’s Note:

If you’re in an emergency situation, call 9-1-1. If this isn’t an emergency and MYgroup is your EAP/SAP, contact us at 1.800.633.3353. If you are facing a mental health crisis but MYgroup is not your EAP/SAP, call or text 9-8-8 to be connected to the Suicide and Crisis Lifeline.

According to the Centers for Disease Control and Prevention (CDC), suicide is preventable, and everyone has a role to play to save lives. The CDC has proposed the following strategies to prevent suicide:

Strengthen Economic Supports

  • Improve household financial security.
  • Stabilize housing.

Create Protective Environments

  • Reduce access to lethal means among persons at risk of suicide.
  • Create healthy organizational policies and culture.
  • Reduce substance use through community-based policies and practices.

Improve Access and Delivery of Suicidal Care

  • Cover mental health conditions in health insurance policies.
  • Increase provider availability in underserved areas.
  • Provide rapid and remote access to help.
  • Create safer suicide care through systems change.

Promote Healthy Connections

  • Promote healthy peer norms.
  • Engage community members in shared activities.

Teach Coping and Problem-Solving Skills

  • Support social-emotional learning programs.
  • Teach parenting skills to improve family relationships.
  • Support resilience through education programs.

Identify and Support People at Risk

  • Train gatekeepers.
  • Respond to crises.
  • Plan for safety and follow-up after an attempt.
  • Provide therapeutic approaches.

Lessen Harms and Prevent Future Risk

  • Intervene after a suicide (postvention).
  • Report and message about suicide safely.

What To Do If You Think Someone Is Suicidal

There is a dangerous myth that when someone is suicidal, there really is not anything anyone can do to change their mind. Experts say that couldn’t be further from the truth. So, if you feel someone you know might be exhibiting one of the signs of suicidal risk, act.

Step 1: Be Aware of Changes

Has the person expressed wanting to harm or kill themselves in writing or verbally? Has the person experienced a loss or traumatic event? Always take expression of suicidal thoughts seriously. It is better to go above and beyond to ensure safety.

Signs of suicidal risk may include changes in behavior, such as:

  • Deteriorating academic performance
  • Dramatic mood changes
  • Lack of attention to personal appearance
  • Withdrawal from friends
  • Giving away prized possessions
  • Interest in end-of-life matters, such as wills, insurance beneficiaries, or funeral plans

The person might also express suicidal thoughts by:

  • Talking about not being present in the future
  • Making statements that indicate hopelessness (“Life is meaningless.” “I’m trapped.” “You would be better off without me.” “No one would miss me if…”)
  • Posting messages on social media about death or hopelessness

Step 2: Questions to Ask

If you hear this kind of talk, whether expressed directly to you or through another person, address it kindly but firmly. You won’t make the situation worse by clarifying it, and an open conversation with you may be the first step toward getting well.

  • Speak with the person privately.
  • You might start by saying, “I notice you have been putting yourself down, sleeping more than usual, not your usual self” (whatever you have noticed).
  • Then you could ask indirect questions like, “Have you been very unhappy lately?” or more directly, “Have you been so unhappy that you’re thinking of hurting yourself?”
  • Listen nonjudgmentally to their response and try to understand the depth of their feelings. Give them your individual attention and remember that listening also includes body language, such as eye contact. When responding, reflect back what you are hearing to help them understand that you are taking their concerns seriously.
  • Do not be afraid to ask direct questions, like “Are you thinking about taking your own life?”
  • Let them talk openly. Show them compassion and speak in a nonjudgemental tone.
  • You can ask follow-up questions like, “How long have you had these thoughts? Who is your support system? What motivates you to continue going each day?”
  • Let them know there is support available and you want to help them get connected.
  • If the person is with you, do not leave the person alone. If the person is on the phone or virtual, keep them on the phone/video. Continue talking to them and letting them know you care about their safety. Demonstrating respect and concern can make them more willing to seek help and can contribute to the healing process.

Important things to note:

  • Don’t debate whether suicide is right or wrong or whether the person’s feelings are right or wrong.
  • Don’t minimize their problems or give advice. They need to hear that what they are experiencing is not their fault and that you are there to help.
  • Do not pry into their personal problems but instead listen in a caring way if they choose to share them.
  • Don’t try to solve their problems. Your role is to listen and show that you understand that those problems are real and painful, and to help guide the person to someone who can provide meaningful help.

Step 3: Contact Support

If the person needs to be seen immediately, contact 911, 988, or mobile crisis. If the person does not need to be seen immediately and is willing to get help:

  • MYgroup can help locate resources, guidance, and/or a counseling referral. Call MYgroup at 800.633.3353.
  • The National Suicide Prevention Lifeline can speak with the person and provide information about resources in the area. Call 988.

Step 4: Take Care of Yourself

You have helped the other person seek help and ensure safety, now it is time to take care of yourself. Seek support once the situation has been resolved and the person is safe. Talking with someone that is suicidal and sitting with them in their emotions can be scary and difficult. Give yourself time and space to process your emotions. Call MYgroup at 800.633.3353 if you need to talk.

Questions or interested in learning more about our products and services? Contact Us

Additional Resources

American Foundation for Suicide Prevention
Mental Health America
The Centers for Disease Control and Prevention Suicide Prevention

References

  • https://www.cdc.gov/suicide/facts
  • Curtin, S.C., Warner, M. & Hedegaard, H. (2016, April). Increase in suicide in the United States, 1999-2014 (NCHS Data Brief No. 241). Retrieved January 11, 2023, from https://www.nimh.nih.gov
  • U.S. National Institute of Health (NIH), National Institute of Mental Health (NIMH). (Revised 2021). Frequently asked questions about suicide (NIH Pub. No. 21-MH-6389). Retrieved January 11, 2023, from https://www.nimh.nih.gov.
  • Hedegaard, H., Curtin, S.C. & Warner, M. (2021, February). Suicide mortality in the United States, 1999-2019 (National Center for Health Statistics [NCSH] Data Brief No. 398). Retrieved January 11, 2023, from the U.S. Centers for Disease Control and Prevention (CDC) website: https://www.cdc.gov
  • Morgan, H. (2023, September 27). Suicide myths and facts (B. Schuette & E. Morton, Eds.). Raleigh, NC: Workplace Options (WPO).
  • U.S. National Institute of Health (NIH), National Institute of Mental Health (NIMH). (Revised 2021). Frequently asked questions about suicide (NIH Pub. No. 21-MH-6389). Retrieved January 11, 2023, from https://www.nimh.nih.gov.

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Supervisor Orientation Test

Welcome to your Supervisor Orientation Test! There are a total of 12 questions and you need to get at least nine correct to receive a passing grade. You may refer back to the Supervisor Orientation training materials if you need a refresher.

Which statement most closely describes an EAP?

A supervisor is not allowed to dispense a disciplinary action while an employee is being seen by the EAP, even if performance problems are continuing.

EAPs can reduce the risk of lawsuits by helping troubled employees resolve personal problems before they face adverse actions such as termination that can lead to expensive legal challenges.

Many professionals in the workplace may consult with supervisors, but the profession founded on the basis of helping troubled employees and consulting with supervisors in managing and intervening with troubled employees is:

Your employee says she has marital problems after you confront her about coming in late and calling in sick. As a result, you recommend that she call the EAP. The attendance problems stop. However, two months later, attendance problems return. Your prior discussion and recommendation to use the EAP was a "supervisor referral"?

Some employees have personal problems, but no performance problems. How would you respond: Your employee tells you she is having financial problems. She says if things get worse, she might have to file for bankruptcy. She has no performance problems. What would you do?

Your employee has a problem with absenteeism. When confronted, he says he will seek help from the EAP. A month later the absences continue. At this point, there is no need to make a supervisor referral because the employee has already gone.

Which one of these interactions with a troubled employee would most likely be perceived as serious and motivate change?

If you refer an employee to the EAP, but do not consult with the EA professional and do not provide written information concerning performance problems, all of the following are likely to happen EXCEPT:

If the employee is referred to the EAP, but refuses to sign a release of information, the supervisor will have no way of knowing if the employee followed through with the referral.

Meeting with an employee after referral to the EAP, and planning specific dates and times for other follow-up meetings is a powerful way of helping an employee feel a constructive sense of urgency to follow-through with the EAPs recommendations and reduce the likelihood of a return to performance problems.

You are concerned with your employee's continued absenteeism and problematic behavior on the job. You decide to refer your employee to the EAP. Unfortunately the employee does not go after agreeing to do so. How should you respond?