7 Ways to Support Your Employees During a Crisis

The unpredictability of life affects all aspects of it, including running a company. Even before the devastating COVID-19 pandemic, businesses have seen events that separated employees from their workplaces, coworkers, and daily routines, whether it's an external issue like typhoons or wildfires or an organisational setback like a lack of finances or workplace discrimination and violence.

The world was just reeling from the pandemic, yet inflation and a threat of global conflict are adding to the still-high stress levels of the working class. 

All these uncertainties emphasise the importance of leadership and how to support employees during a crisis. In the context of business, how confident are employers with their crisis management and response skills? 

Effective leadership will not only help your company survive a crisis, but it's also an opportunity to show you care about your people through employee support schemes that ensure their safety. Here are ways to support your employees' needs to build trust, improve morale, and preserve company culture.

Show up and speak up. Staying in charge gives employees the go-signal to begin their process of problem-solving. In a Deloitte survey, 64 per cent of employees said that employer communication and information during a crisis would affect whether or not they would want to go to work.

They need to hear from their leaders – the pillars of confidence they turn to for answers and solutions, as well as empathy and support – an acknowledgement that things are not the usual. Inform them that priorities will change, as everyone has pressing matters to address outside work.

One way to share your message is through email. Continue updating everyone in the company via your preferred messaging platforms. Invite employees to communicate critical information, as leaders may not always hear about developments first. Don't forget to deliver the same message across multiple platforms. 

Have managers check in with their staff. Direct managers should check each team member's situation and their loved ones, if possible. See if everyone is okay and let them know that company support is available. Managers should proactively ask until conditions improve. 

Sometimes, the psychological needs of employees call for them to have a space to talk about their feelings. This will more likely get their problems out of their minds so they can later focus on solutions. You don't always need to answer it for them; listening is enough. It validates their feelings and concerns and helps them navigate negative emotions like fear or anger. 

This strategy lets your employees know that you care about their well-being and are willing to lend a hand to address their individual needs and personal and professional growth. If a manager cannot do this due to personal circumstances, have your other leaders reach out.

Be more understanding about employees' personal matters. Checking in with employees means learning the magnitude of the crisis's effects on them, so putting their personal affairs as the priority is understandable. A survey of employees in the U.S. found that 75% struggled at work due to COVID-19 and other global events.

Try not force anyone to choose between meeting their or their family's needs and work deadlines, especially while dealing with other stressors. As part of your employee support schemes, you must make hard decisions regarding which operational tasks to prioritise and which to delay. Give your employees time to deal with their personal issues, and try not add to the pressure as much as possible. 

Be more flexible regarding deadlines, schedules, performance, or productivity. Set realistic goals and have other available team members help. Don't forget that there are people behind your brand who need to be taken care of so they can also take care of the business.

Ask for, listen to, and act upon feedback. In times of great uncertainty and stress, employees will appreciate it if managers ask for and follow through with their suggestions. They believe that their work experience can improve when they are informed of issues immediately, asked for opinions, included in discussions, and invited to open forums. Make them feel they have a voice or that their opinions matter in your business. 

Offer universal crisis care and individualised support. It's easy to lose sight of things amidst a crisis. But if available, remind your workers that the company has benefits for them in times of need. To improve these benefits, explore supplemental support such as employee assistance programmes (EAP) that usually include mental health, stress management, substance abuse, and caregiving services.

You can also provide safety checks, paid leaves, equipment stipends, and other emergency response benefits. However, be prepared to tailor your employee care needs. According to 21 per cent of respondents in a Harvard Business Review survey, individualised support was particularly helpful during the pandemic as it addressed the beneficiaries' different situations, living arrangements, and socioeconomic circumstances.

For you to provide individualised solutions, you can ask employees questions such as the following:

• How can the company help at this moment?

• What are your immediate needs that have not been met, if any?

• What can we provide that will be useful to you?

• Do you receive adequate updates? Is there any information you still don't have that would be useful to you?

• What are your suggestions to help improve the business resources or emergency policies? 

Have time for team discussions and bonding. Much like manager check-ins, it's helpful for employees to talk with fellow workers. According to the same Harvard survey, 10% found it beneficial for the psychological needs of employees to connect and bond with coworkers through story sharing, discussions about real-world issues, virtual coffee breaks, and even games. Aside from helping them get to know each other, it can also relieve stress and motivate them. 

These are easier with smaller companies, but if you have a lot of employees, managers can start in their departments. Just make sure to set some ground rules for conversations so that no employee is harassed, discriminated against, or disrespected. Despite different views on a subject, no one should be told they are wrong. 

Show appreciation without making others feel guilty. If there's anything good to come out of a crisis, it's that some people will step up to help in whatever way they can. Employers must appreciate this, as employees will also appreciate it when their managers recognise or praise their hard work and contribution, especially during hard times.

It's nice to hear a simple "Well done!" through emails or team meetings or receive opportunities to work with senior leadership. Employees feel proud and validated in times of fear and uncertainty about job security and the future. However, be careful not to unintentionally make those who sacrificed work performance and quality to address the crisis feel guilty about their decisions.

While having a helpful employee support scheme and being compassionate are vital during a crisis, do not forget to learn from experience. What were the things you did right, and what can be improved, especially with company policies? What can you do to avoid such issues from happening again, or at least minimise the impact? Who made a difference during a challenging time?

In these unprecedented times, showing up for your employees, partners, and customers can significantly increase their trust in your organisation. Learn how to be a better leader by checking out our Employers Insights page. Register to JobStreet now and find the best talent via Talent Search.