Supporting Your Workforce Through a Disaster This article is a synopsis of content presented at C2HR CON by Jeannette Johnson, SVP of Enterprise Risk & Resilience at Warner Bros. Discovery. A corporate crisis management plan can help guide your workforce through nearly any crisis, be it a natural disaster, accident or a malevolent act such as a cyberattack. How? It provides employees throughout the organization with a structured framework that enables a swift and effective response, minimizes confusion, prioritizes employee safety and reduces potential liability. A comprehensive plan also helps ensure business continuity, which impacts revenue, market value and consumer confidence. Ultimately, a solid disaster plan will help achieve 80% of what the crisis requires and foster resilience in response to the remaining 20% of unforeseen circumstances. Furthermore, organizations with robust crisis management plans typically experience faster recovery and stronger employee retention rates following adverse events. Where to Start For optimal preparedness, Jeannette encouraged larger organizations to organize crisis management and business continuity operations into one unit on the organizational chart. In addition, she recommended that all areas of the business be involved in plan development to ensure that every aspect of the organization is considered. Jeannette shared another invaluable tip: base your plan on preparedness research, which is available at ready.gov, fema.gov and drii.org. What should a crisis management plan include?   ✓ Actions to prioritize employees’ safety and wellbeing   ✓ Clear communications protocols   ✓ Defined decision-making authority   ✓ Guidelines for inventory and supply management of essentials such as food, water, medicine and more. The plan should include pre-crisis and mid-crisis procurement   ✓ Pre-crisis training across work roles for a consistent, intentional response Communication Is King In the absence of information, fear and misinformation can run rampant. Communication is essential to a successful disaster response. The disaster plan should identify the key stakeholders such as employees, customers, board members, vendors and government agencies. A blanket statement to all parties will not fit the bill. Communications should be tailored to each specific audience. As HR professionals, you will want to ensure that your workforce receives clear and timely communications throughout the crisis. These messages should convey important facts and information, identify resources for employees and their families, recognize their challenges, express empathy and offer meaningful support. By communicating openly and regularly throughout the turbulent time period, you will maintain employee trust, allay fears, inspire resilience and demonstrate that you prioritize your employees’ wellbeing. A crisis plan is an essential safeguard for organizations and their employees to navigate uncertainty. It should be a written document that is revisited regularly to ensure that new and emerging risks are addressed.     SHARE THIS ARTICLE