Ask different members of your Senior Management team what they would define as a crisis and you are likely to get a variety of responses. Whether an act of nature, human error, or intentional threat; one need only read the headlines from 2016 to know that organizations and their employees may find themselves in harm’s way.
Want to stay up-to-date on all the latest HR news? Sign up now!
[contact-form-7]Since it is obvious that no one can avoid vulnerability, every organization can and should create a planned response. More than simply creating a diagram of the nearest building exits; response plans create a defined set of actions that maintain stability and insure accountability while ultimately protecting the wellbeing of your employees and your organization. While it is true that few things ever go as planned, it is essential for the integrity of your organization’s culture and public standing that you take responsibility by creating a model to guide the actions of your employees and account for the decisions of your organization.
Five core areas:
1. Anticipate the possibility. Beyond the standard fire drill, it is time to raise awareness of the role each employee has during an emergency. By empowering your employees with a plan of action, organizations can instill a sense of confidence that they are capable of handling a crisis.
2. Create a hierarchy of leadership and train! While your employees may be used to turning to the supervisor for work guidance, it may be time to evaluate who holds the best skills for crisis management. Work groups and teams are often comprised of those who are well skilled at their work, but the criterion for crisis leadership often requires differing sets of abilities. By identifying those individuals, organizations can focus specific training responses to meet the needs of the entire team.
3. Establish multiple lines of communication. One of the key indicators for successful crisis management is ability to open and maintain lines of communication. The accuracy and timeliness of information and its distribution can protect both life and property. By exploring and prioritizing alternate methods of communication, you avoid isolating employees when they need you the most.
4. Design plausible safety responses. As with any new process and procedure, it is not enough to simply design a plan hoping that it will work. Be willing to invest time and effort in drafting plans and then invite feedback. By reviewing and updating plans with those employees who are directly impacted, you gain input necessary to create a plan that works.
5. Engage those impacted by the crisis. No matter the size of your organization, it is imperative that you have a point person who can report back to your employees and stakeholders with status updates and ultimately an evaluation of your organization’s response plan.
In the event of a crisis, the future of your organization’s success may rest heavily on how well your company’s plan was implemented. Minimizing the time it takes for you to recover and continue operations means that preparation for crisis management is critical to your bottom line. To find out more about how your organization can develop a crisis plan of action or review and revise your current process, contact HR Affiliates. We are here to help you plan for a successful future.
The post Crisis Management – Five Core Areas of your Plan appeared first on HR Affiliates.