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15 Surprising Ways HR Can Contribute In Times Of Crisis

Forbes Human Resources Council
POST WRITTEN BY
Expert Panel, Forbes Human Resources Council

Businesses don’t always give human resources departments due credit for the part they play in ensuring day-to-day operations are on track. HR's charge is more than just managing employment contracts and administration. In times of uncertainty, HR can play a pivotal role in ensuring a company's success.

Through a detailed analysis of the business's operations and personnel's position within the organization, HR can develop techniques to ensure that the company remains viable even with a minimalist staff present. Fifteen professionals from Forbes Human Resources Council look into other surprising ways that a human resources department can bring much-needed support to a business in uncertain times.

Photos courtesy of the individual members

1. Guiding Employees Through Change

HR organizations play a key role in leading people through change. Keeping people engaged and informed is always important, but now it is critical to ensure employees feel like they are part of something bigger. Adopting regular check-ins, providing resources to get help, offering mindfulness activities and keeping some fun in the mix are ways that HR teams show up during these uncertain times. - Lisa Calvert, Justworks

2. Leading With Empathy

Employees are dealing with a list of emotions and stressors, many of which they have not experienced before. HR leaders should exhibit empathy in their communication, response plan and decision-making. This will not only help employees feel supported but will strengthen team bonds across the organization. A stronger, more connected team will drive business success long after this pandemic is over. - Ana Flor, ATTOM Data Solutions

3. Providing Data-Driven Views

An HR tool is an operational construct, and most companies are incredibly bad at it. But if scale-downs or ramp-ups are in order, it's critical. The way most do it (everyone with a cost center gives me 10% savings, as an easy example) does not account for essential roles or variations in the business. HR can and should be providing a data-driven view to any actions. - Russell Klosk, Accenture

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4. Employee Engagement And Training

During these times HR can play a very large role that most are not thinking about, which is ensuring that employee emergency contacts are up to date. Human Resources should also play the role of ensuring that all employees have an outlet should they need support, financial or emotional. Human Resources can help set up extra training for employees to help with their career path. - Heather Smith, Flimp Communications

5. Skill Assessment And Redeployment

Transformative events create new opportunities. HR leaders will soon face the next challenge -- skill assessment and redeployment. Work and education will look different post-crisis. The service and education industries are shifting their delivery models. Identify future-state skills, conduct gap assessments, and plan for re-skilling and redeploying employees post-economic transformation. - Yvette Kennedy, Explorance

6. Communicating To Employees

It is vitally important to communicate often to our employees so they understand what precautions we have taken to keep them safe. We partner with our senior leaders to craft targeted communications for them to send to the teams. We also guide the CEO concerning the content and tone of the messaging. We want our employees to feel safe and protected while providing vital service to our customers. - Peter Gerard, Nautilus Hyosung America

7. Utilizing Actionable Data

Uncertainty demonstrates the importance of HR using technology to have accurate data on the safety and location of their team. In doing so, leaders are able to make informed decisions, track and report on evolving threats, and respond quickly to each situation. Teams that use actionable data are best positioned to support employees and the broader business both now and as life returns to normal. - Shawn Farshchi, Topia

8. Fostering Resilience In Leadership

HR’s ability to foster resilience in leadership when times are uncertain, unpredictable, and complex and to encourage an environment where leaders bring empathy and compassion to their day-to-day decision-making will be a distinguishing factor in enabling businesses to navigate the complexities of uncertain times and emerge a stronger unit. - Suzanne Hyatt, OANDA

9. Leading With Honesty

When stakes are high, it's easy to get swept up by misinformation and heightened emotional responsiveness. HR is critical to providing calm, accurate and clear direction to communicate information and reassurance. Address rumors head-on, be as transparent as possible and avoid putting a PR spin on any bad news. - Elisa Garn, GBS Benefits

10. Providing Clarity Of Purpose

In times of change or crisis, our employees are making more decisions of greater importance and often outside of standard operating models. As leaders, we must set a clear direction -- people want to be part of the solution, but need to know what the solution is. Give them the mission, purpose and direction they need to let them lead. Empower them! - Jason Grover, Polaris Industries Inc

11. Making It Easy For Employees To Get Answers

During times of uncertainty, the last thing you want to do is confuse an employee asking a question. HR leaders need to ensure appropriate team members are available to respond to questions as quickly as possible. Set up a communication system or use HR tech to allow this to happen quickly and with customized routing so questions go directly to the appropriate party without being bounced around. - Jennifer Kraszewski, Paycom

12. Committing To Employee Health And Safety

Human resources should show empathy and reassure employees of the company's commitment to their health and safety. HR should ensure that measures like cleaning, handwashing, testing and maintaining social distance to prevent the spread of COVID-19 are taken and clearly communicated to employees. Appropriate policies such as working from home, hazard pay and paid sick leave should be implemented.  - Ochuko Dasimaka, Career Heights Consulting, Inc.

13. Boosting Employee Productivity

When organizations face unforeseen changes in business, it is important to recognize that employee morale, health and stability are often equally impacted. As a result, the HR department is now presented with an opportunity to help strengthen organizational agility by partnering with both leadership and employees to bridge the newly-presented skill and process gaps and boost employee productivity. - Erald Minga, Kellogg School of Management

14. Building Your Internal Community

HR can encourage employees to over-communicate with their teams, managers and one another -- now more than ever is the time to build your internal community. HR should also create and outline any new changes the company may be making to their remote work policies. Communication and visibility play pivotal roles in the morale of the company, and doing this virtually requires time and attention. - Tracy Cote, Zenefits

15. Accelerating The Future Of Work

The last month of lockdown, wherein most of the world's workforce has been working from home, has exposed many gaps and opportunities in the current workforce policies. It may be a good time to rethink the processes and accelerate the future of work -- flexible workspace, broader talent pool, training for remote work, focusing on employee well-being and redefining events for social connections. - Jyoti Khadgawat, smule Inc