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7 Ways To Manage HR Through A Crisis
Can you feeling the tension at work that's seemingly everywhere else? With the presidential election in just a few weeks and the continual negative daily onslaught of the financial crisis, everyone seems to be much more sensitive, worried and tense.
By: Becky Regan
Can you feeling the tension at work that's seemingly everywhere else? With the presidential election in just a few weeks and the continual negative daily onslaught of the financial crisis, everyone seems to be much more sensitive, worried and tense.
By: Becky Regan
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People are more confrontational, aggressive, and eager to defend their own position and blame the other guy. You're likely seeing it play out through more employee relations issues emerging than usual that you're now having to manage.
How is all of this negativity playing out in your company? Understandably, your employees are anxious about their job security and financial stability. Financial concerns affect emotional and physical health with a trickle-down effect directly impacting the workplace. Facing multiple financial concerns, employees are irritable, distracted and downright mad, resulting in decreased productivity according to respondents of a recent survey conducted by Workplace Options.
Understandably, the economic crisis and declining 401K balances have impacted employee's decisions to delay retirement. For most employees, a "paper loss" in their retirement account is tough enough to weather without outright panic. Consider how it must feel for those individuals who've worked and saved all of their lives only to have lost a substantial chunk of money during this financial crisis (through no fault of their own!?).
Another dynamic is unfolding. Everyone wants to be reassured that things will get better, that everything will be okay. Everyone is hungry for genuine leadership. Politics aside, we are desperate for leadership from someone who will instill confidence in us of their ability to effectively lead us through these difficult times and whatever future unknown challenges we will face. People are hungry for leadership and direction at work too. It's time for you to step up to the plate to directly face this challenge by doing what's best for your employees now to contain and control the fear.
If no information or communication is forthcoming from your CEO or senior management, employees create their own stories based upon assumptions. The rumor mill runs rampant, sometimes being unbelievably accurate. Don't use withholding information as a power play; your employees want and need to know where they stand with your company.
What's a HR Pro to do? Communicate, and then communicate some more. Often and effectively through numerous channels. Even if you're not the person in your company to deliver the message to employees about its financial situation, actively seek and obtain buy-in and support from your CEO and senior management team on the need to communicate with staff.
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Becky Regan, M.A., CCP began her own consulting practice in 1995, Regan HR, Inc. to provide human resources consulting services to businesses in California. She has been successful in growing her business through reputation and client referrals. Her work as a consultant includes the full spectrum of HR technical expertise, including C-level recruitment, compensation studies (design, market and executive pay studies, sales compensation plans), training & teaching, interim assignments as a HR Director for organizations, and employee relations, including workplace investigations and written responses to formal complaints. For more HR tips and to receive my FREE "The Top 5 Secrets to Building a Better Organization that Every HR Pro Must Know" go to www.ReganHR.com.
How is all of this negativity playing out in your company? Understandably, your employees are anxious about their job security and financial stability. Financial concerns affect emotional and physical health with a trickle-down effect directly impacting the workplace. Facing multiple financial concerns, employees are irritable, distracted and downright mad, resulting in decreased productivity according to respondents of a recent survey conducted by Workplace Options.
Understandably, the economic crisis and declining 401K balances have impacted employee's decisions to delay retirement. For most employees, a "paper loss" in their retirement account is tough enough to weather without outright panic. Consider how it must feel for those individuals who've worked and saved all of their lives only to have lost a substantial chunk of money during this financial crisis (through no fault of their own!?).
Another dynamic is unfolding. Everyone wants to be reassured that things will get better, that everything will be okay. Everyone is hungry for genuine leadership. Politics aside, we are desperate for leadership from someone who will instill confidence in us of their ability to effectively lead us through these difficult times and whatever future unknown challenges we will face. People are hungry for leadership and direction at work too. It's time for you to step up to the plate to directly face this challenge by doing what's best for your employees now to contain and control the fear.
If no information or communication is forthcoming from your CEO or senior management, employees create their own stories based upon assumptions. The rumor mill runs rampant, sometimes being unbelievably accurate. Don't use withholding information as a power play; your employees want and need to know where they stand with your company.
What's a HR Pro to do? Communicate, and then communicate some more. Often and effectively through numerous channels. Even if you're not the person in your company to deliver the message to employees about its financial situation, actively seek and obtain buy-in and support from your CEO and senior management team on the need to communicate with staff.
Page 2
Becky Regan, M.A., CCP began her own consulting practice in 1995, Regan HR, Inc. to provide human resources consulting services to businesses in California. She has been successful in growing her business through reputation and client referrals. Her work as a consultant includes the full spectrum of HR technical expertise, including C-level recruitment, compensation studies (design, market and executive pay studies, sales compensation plans), training & teaching, interim assignments as a HR Director for organizations, and employee relations, including workplace investigations and written responses to formal complaints. For more HR tips and to receive my FREE "The Top 5 Secrets to Building a Better Organization that Every HR Pro Must Know" go to www.ReganHR.com.
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