It’s a very relevant time to review how to support an employee who is experiencing upheaval in their life. Considering that most people spend the majority of their time on a weekly basis at their workplace, their employer’s behavior is paramount to their well-being. Therefore, when they need support making it through a personal emergency, said employer will play a significant role in their success.

We’re not ignorant of the pressure this places on an employer so in this blog we’ve outline key steps in being a helpful resource for your employees. Using these steps can help ensure that your response is considered, thorough, and effective.

Responding to an employee crisis

1. Have a trauma response plan in place. Do not let calm waters catch you unprepared. After you’ve read this blog, reflect on past responses to personal emergencies, identify areas of growth, and then consider how to address them. This will help you draft a plan on what relevant resources you can extend to employee’s in their time of need.
2. Plan for delegation. It may take a little time but pre-planning for how to delegate tasks for each employee (should they need an extended leave) will keep the workflow going AND ensure that work has been delegated fairly (which is VERY important).
3. Be flexible. We don’t think this will come as a surprise but this is a time when your employee’s needs come first. Whether it be taking time off, making adjustments to work hours, offering remote work, all these options can offer significant help in an employee regaining normalcy to their lives (which ultimately means business can proceed ‘as usual’ more quickly). This level of empathy and flexibility will not go unnoticed from all in your team, not just the affected employee.
4. Keep lines of communication open, always. Regular check-ins will help ensure that all involved are on the same page which, really and truly, is always half the battle in navigating turbulence to any workplace.
5. Act quickly. Delays in response can exacerbate a problem, not to mention undermine the confidence a team has in management. While every reaction should be a considered one, taking too long to get there is problematic.

When the dust settles

We know we learn from our mistakes and that there is often one or two to be found in even the best-made plan. Get feedback from employees and use this information to make educated adjustments to response procedures. And don’t forget, if budget allows, there are professionals who help employers make appropriate plans for these situations. It’s a very worthwhile investment.

Successfully responding to a crisis takes a strong plan and a strong team to executive it. Here is where an experienced HR team like Eos HR can help. We make sure small businesses have the tools they need to navigate any rough waters that may arise. Schedule a free consultation today to learn more.

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