Crisis Management HR Strategy

Crisis management of the workforce should be planned before a crisis arises. In the first place we need to talk about why it was vital to establish a strategy for crisis periods to help HR executives manage crises in emergencies more effectively.

Regardless of what the event may be, employees are likely to face discomfort whether this is a PR problem linked to your business, a demonstration or other large event. HR managers are typically responsible for comforting employees and maintaining good morality and guaranteeing corporate performance.

If a company is unable to handle a crisis correctly, it might be perceived as an irresponsible company and as a lack of commitment to the employees. Fact is that improper handling of crises badly reflects the organization and its reputation.If at the end of the day employees don’t feel their safety is valued, then any team building or internal activities won’t have much of an impact. So how do you prepare yourselves better for crisis times?

Developing a plan for crisis communication

A successful crisis response calls for an awareness of the needs of your employees and how to deliver them. HF thus has to develop a crisis management team that involves key departmental stakeholders (IT, finance, communications, risk management, operations, etc.) in preparation for the crisis. The team needs to be involved.  This team then chooses how best to transmit information to all workers, customers and external stakeholders and what resources are needed.

The principle number one for successful leadership in a crisis is communication with honesty and clarity. You can never evade terrible news during this moment, but you can exhibit your communications honesty and empathy that will make the business easier to overcome barriers and safeguard the health of your staff.

Examine how the communication is sent and on which platforms. Do you have a website with all the current information and updated regulations on the intranet of the firm or is it preferable to send an email every week? Strive to accommodate your team, though, and make sure that there’s a two way route to ask and answer queries.

Concentrate on health and support

HR is always prioritized to mental health and wellness, but during a crisis it becomes more crucial, since unexpected change and uncertainty may cause additional stress and strain. Several staff would have worked for the first time with COVID-19. This brought new obstacles, including home education, childcare and work balance for the majority. Others may have worried or found it difficult to adjust to their financial position to work in isolation.

Concentrating on this will also aid in the recovery stage as we emerge from the crisis since personnel are more suited for managing new changes, but also because of the commitment to assist your firm during a challenging time, they are loyal, confident and determined to bring added value. 

Provide access to appropriate training and development

HR must also lead the way in providing vital training and development so that all workers can continue to achieve their best in a crisis. This might involve training on remote techniques, how to manage a remote team successfully and how their own teams and colleagues can be better supported by the present worldwide epidemic. In the end, managers are responsible for recognizing any skill gaps in the light of a crisis, but this assistance from HR should be fundamental to ensuring fair access for all employees.

What Do You Think? 

Have you ever drawn up a crisis management strategy or utilized it? Does the crisis management technique apply to your organization? Do you believe that it is vital and, if so, how will you (or have you) persuade upper management to support their development?

Compare yourself to Talentnet to keep up with the latest HR thoughts of leadership and management professionals worldwide on these issues in the comments below.

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