Business today will not be the same as it was yesterday . It’s obvious. People are still reeling from the Boston Marathon bombings. It is crucial that you, as a supervisor or manager, take steps to help your employees deal with the shock and aftermath so they can return to work. These are seven tips that will help you.
1. Recognize the crisis. This event affected all people, not just those who were there for the Marathon. This event had a profound impact on all who were there or who knew someone who was. All of us feel the pain and wonder how this could have happened. It is crucial that leaders take the emotional reactions of employees seriously. Your people should know that you are listening and care. A team meeting, conference call or a walk-around can be organized. It is vital that people have the chance to discuss the event and share their feelings.
2. You can do something tangible to help the victims. It could be as simple a minute of silence and encouraging everyone to respond. Or it could be more complex, such as a fund-raising event to provide financial support for the affected area. People will respond more quickly and effectively if they are allowed to express their feelings.
3. Being accessible to employees and responsive to individual needs is key. Some people prefer to work on it and move forward; others feel overwhelmed; others experience panic attacks or have to talk. Clear your schedule and be available for the next few days. Encourage others to share their thoughts. Don’t judge how others are handling the event.
4. Avoid media overload. People will naturally want more information and may spend more time online watching the news unfold. Avoid this as much as possible. Too much time spent reading the news can cause a person to feel depressed, fearful, and helpless. One suggestion is for a member of your Communications Department to be responsible for monitoring breaking news and reporting any important updates to employees.
5. Instead of focusing on the messages of healing, hope, and forgiveness, you can help everyone get back to work faster and more productively. Any indications of finger-pointing, profiling or discrimination against a particular group in your workplace should be stopped. Remind employees about the importance of respecting individual differences and promoting open communication.
6. Your team leaders should meet to discuss the importance of open communication at all levels within the organization. People are encouraged to voice their concerns and encourage others to do the same. Visibility is crucial at this time. Encourage all team leaders and supervisors to spend time in the workplace, talking with employees, and walking around.
7. Emotional aftershock can occur weeks later and can cause unusual health problems (headaches, twitches or breathing difficulties). ); Anger, fear, guilt and depression; crying. ); or unusual behavioral issues such as withdrawal, excessive movement or increased smoking, drinking, and other habits. If you notice any symptoms, speak with the employee.
You can help your team bond in a unique way by quickly and sincerely communicating with them about the crisis situation. The time spent supporting people in crisis situations will pay off in the long-term in terms of engagement and commitment as well as productivity.
By the way, take care of your body!
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