Ready to Rally: HR as Your Crisis Stability Partner
In the vast landscape of crisis management, the role of Human Resources (HR) stands out as an essential partner and likely more so since the pandemic. HR plays a central role in ensuring that the organization's most valuable asset, its people, are well-supported, prepared whenever possible, and safeguarded. This blog will spotlight how HR contributes to effective crisis management, emphasizing the importance of their early involvement and how a small HR team can ensure preparedness for crisis.
Those of us in the workforce during the start of the pandemic know that businesses leaned in hard to HR during that unprecedented time; they leaned in not only for support but often for answers to questions many never had to consider before. It was new territory for everyone. However, the one thing that HR typically has on hand to begin guiding themselves and the business through a moment of crisis is process and policy.
Crises have a unique way of reshaping our perspectives – while we may have thought we were considering a bigger picture prior to a crisis, when one hits, we realize we must further broaden our view to ensure that we consider more than what is right in front of us. As we all know, crises come in all forms - a pandemic, an unexpected closure, sale or acquisition of a business, violence in the workplace, critical events in society, natural disasters, and the list could go on.
During the pandemic, I had the advantage of being part of a very large global HR team with the largest employer in the world, which had an emergency response center and experts on how to mobilize in a crisis. They had invaluable resources, but I have often wondered if my team and I had not had them as a resource, would our small HR team have been prepared to respond as the pandemic required. Although I’m answering this question in hindsight, I believe I can confidently say yes. I say that because we had a foundation of policies and procedures and a well-connected senior leadership team that was good at mobilizing and actioning at a moment’s notice; without either of these things, I know we would not have been able to effectively navigate the challenges we faced.
So, how can smaller HR teams prepare for any crisis that has the potential to impact not just business continuity but also the physical and/or mental wellbeing of employees? What policies should you have in place? What communication processes are in place? How high functioning and interconnected is your senior leadership team?
Here is a short list of policies and/or programs that are important to have; although not comprehensive, it is a good list to check against your own policies:
1. Inclement Weather Policy: Addressing natural disasters, extreme weather conditions, and other related emergencies
2. Workplace Violence Policy: Offering guidelines on identifying, reporting, and addressing potential threats or acts of violence
3. Employee Well-being and Safety: HR safeguards employees by providing the following
- Evacuation procedures
- Remote working arrangements
- Health and wellness programs (EAP)
4. Communication Tools: What is the quickest and most effective way to contact everyone in the business? Are HR systems updated with current, accurate employee data?
- Slack
- Distribution lists
- Emergency contact lists - communication methods (text chain)
5. Training and Preparedness: Preparation is key; HR can help facilitate the following
- Regular crisis response drills
- Training on crisis-related tools or methods
- Cross-training for operational flexibility
6. Emotional and Psychological Support: HR supports the mental health of employees by
- Providing counseling services
- Conducting stress and anxiety workshops
- Fostering a supportive work culture
7. Business Continuity Planning: HR's strategic involvement ensures
- A business continuity plan that focuses on the human element
- Clear guidelines on roles during disruptions
- Succession planning for vital roles
HR's significance in crisis management and business continuity is undeniable. Their proactive, forward-thinking, and people-centric strategies offer organizations a robust framework, allowing them to partner with leadership and confront challenges head-on with agility and resilience.
Is your company ready to mobilize in a crisis?
Is your team equipped with HR support? Does your team have the experience or time needed to put foundational policies, procedures, and/or programs in place to prepare for the unexpected? Whether you are a startup aiming to establish a foothold or a business scaling rapidly to expand your operations and market reach, KnitHR is here to support your business. We tailor solutions to fit your needs. Click here to book your free consultation.
