Founder and Head of the international IT recruitment company Lucky Hunter.
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In 2022, it's imperative that every business has a crisis situation plan for supporting employees during difficult times. In this piece, I would like to talk about how companies can support their employees during a crisis. HR and business leaders have the ability and the power to develop team relations in times of uncertainty. I want to discuss how leaders can approach times of crisis while at work with strategies I've used in my IT recruitment agency.
The CEO is the face of the company, who broadcasts their position and behavior to the whole team, so it is especially important for managers to keep a cool head and common sense, make adequate decisions, avoid panic and maintain a comfortable microclimate in the team.
Openly discuss important things with the team.
First of all, I want to note that an open dialogue is always of great importance. It is necessary to talk with your team, discuss what is happening in the crisis and not pretend that nothing is changing. In no case should you panic; you need to maintain a calm environment and, at the same time, always strive for honesty.
Employees appreciate sincerity, so arrange a small meeting and discuss the events currently impacting the organization. If these events entail certain consequences specifically for your business, openly and honestly mention them. Your team has the right to know what is happening and what to expect in the near future. Share your plans for the future, and tell them how the company will work in the meantime. This will give your employees a sense of security and confidence in the future, including in you as a leader.
Give employees the opportunity to speak out and maintain trusting relationships.
Today, the majority of employees feel intense anxiety and stress brought on by several factors (most notably the pandemic), including people living in completely different parts of the globe, from Canada to New Zealand. We all experience times of crisis, which means it makes logical sense for every business to offer employees a safe space so they can develop more authentic relationships.
A comfortable environment for your team is especially important to cultivate in trying times. Encourage employees to talk about their experiences and emotions; show that they can share their concerns and receive support. For instance, I've indicated to my team they can freely talk about their worries, that I will always listen and in no case will any of my employees receive any condemnation.
This really helps: My employees know they don't have to keep their worries to themselves, but can speak out, and as a result, no one accumulates stress and anxiety. I've found this has a positive effect on work. Despite any situation, we continue to work, sign contracts, communicate with candidates and develop the agency.
Discuss what your company can do specifically.
Arrange a meeting with employees and talk about what specific contributions your business can make, if possible (and depending on the crisis). Maybe it will be a transfer of funds to a charitable foundation that provides assistance, maybe you will be able to participate in the collection and transfer of humanitarian aid, or maybe you will develop some special program to help candidates who want to contribute.
Do not forget to promote total equality.
Many business fields have been and remain a place where discrimination is an issue. There is no place today for gender stereotypes or discrimination, from religious to socio-demographic. However, business leaders must take time to ensure their company promotes equality not just adequately but proactively—especially during difficult times. Promoting equality actively during a crisis further develops team relationships.
Business and HR leaders should do everything possible to provide the necessary support to their local offices and help those employees who need help. People should be judged based on their professionalism. Now is the time for the entire business community to unite, to remember we all act together and we have a duty to never discriminate against anyone. Let's judge colleagues by their professionalism and expertise. I am broadcasting the same position to my team and I am very glad my employees fully share and support it.
In conclusion, I would like to note that now cohesion, support, mutual assistance and coordinated actions are more important than ever. Difficult situations always seem to test our strength—let's help each other get through everything that's happening.
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