Communication is vital to this stage of crisis management. Face to face communication can help to reassure employees of management’s sincere interest in their wellbeing. It can also help to alleviate any concerns or aid in coping with the situation if it is emotionally stressful.
The terrorist attacks of 9/11, the March 11 Tsunami and earthquake that devastated Japan, the presidential scandal that rocked the IMF, they have all proven Murphy’s law- anything that can go wrong, will go wrong. There several types of responses to crises which must also be considered by management prior to the occurrence of a crisis in order for provisions to be made. Trauma can induce physical, emotional, cognitive and behavioural responses, factors which can affect the level of productivity during and after a crisis. It is the responsibility of HR to ensure that employees return to work as well as manage the balance between productivity and personal needs for those who cannot yet work due to trauma.
The role of HR is paramount to the success of an organization’s response to a crisis, as are the employees. They are perchance the most important player or stakeholder in a crisis and can reverse the efforts taken to manage the crisis if significant value is not placed on internal communication.
Do you think there is a culture of preparedness in Jamaica on a whole as well as in your organization?
What more do you think HR can do in the midst of a crisis?
Join in the discussion and tell us where you stand. It begins with us, it begins right here.