How to Support Your Team During a Crisis

Lee here, CEO & Co-Founder of Confetti. This Culture Corner is going to look a little different than future newsletters, but the message is one worth sharing.

With the events over the last few months, many of us are feeling the weight of collective trauma — including your team members.?

We’ve experienced a lot of this heaviness over the past two years. Although horrific events have occurred throughout history, the internet brings information to us in a much faster and much more accessible way. Because of this, bad news seems almost inescapable.

And in a way, that’s true — bad news and worldly events are not going to go away. But that’s why we’re seeing this major shift toward a more empathetic society.?

Collectively, as leaders and colleagues, we’ll need to learn how to be there for our team when life has us shocked, betrayed, rattled, confused, sensitive and the myriad of negative emotions one might experience. ?

Here are 9 ways to extend empathy to your team during those moments of nationwide crisis:

1. Acknowledge and give space ??

Send a note via email or slack to your team acknowledging that these situations are heavy on our hearts. Here’s what I wrote to my team last week for a little inspo:

Hey all — With the massacre of the children & educators in Uvalde, last week's shootings in Buffalo, the anniversary of the murder of George Floyd, the ongoing targeting of Asian Americans and the many other things that are going on in the world noticed or not noticed by the media - I am aware that we're all collectively triggered and emotional. I want to remind you we're here for anything that you're feeling and if you feel the need to cancel meetings, push deadlines, or simply be silent — we're here to give space for that. Just let us know. ????

2. Be mindful of outbound marketing ??

It can often come off as insensitive to push your newest product or once-a-year promo code. Make sure marketing goes through the list of channels that are outbound and reassess your strategies (outbound emails, business forward social media posts, cold calling, etc.)

Postponing certain efforts will help slow down deal flow for the day which will allow employees to better process their emotions and take breaks.

3. Give people a few days of PTO through the year to support the organizations they care about. ??

In times of crisis, people can feel like they aren't doing enough. But connecting with a community you care about is healing. Your employees will be thankful to have dedicated time throughout the year to support organizations and causes that mean something to them.

4. Offer mental health days ??

And offer them outside of standard PTO so your employees can take care of their bodies & minds when necessary without missing out on vacation time.

5. Check-ins ??

We’re big about regular check-ins here. Make sure you touch base with your team and see how they’re feeling. Not everyone may be comfortable with sharing, but that’s okay — what matters is ensuring your team knows you’re there and you care.

6. Talk openly about mental health and extend resources ??

Support your team year-long with mental health initiatives and make sure your internal HR playbook encompasses resources about how to talk to their managers about their mental health and vice versa. It might even be time to beef up your Employee Assistance Benefits.

7. Create a coverage plan based on priorities ??

If many people need to take time off, make sure to have a coverage plan and re-prioritize tasks and projects as needed.

8. Remind them not to sweat the small stuff ??

Tell them it’s okay to check out of work earlier and encourage them to spend more time with their friends and families. Help them shake off those little work-day bumps that often drag us down. Those “bumps” can feel especially heavy in times of crisis.

9. Foster a bit more fun and connection ??

When things have settled, bring good energy back to the team by scheduling meditation or stress management workshops. Help give them the tools that they need to succeed.??

Final Thoughts

Good leaders show up for their team. After the crisis has passed and operations have returned to normal, it’s important to make sure you’re reviewing how the company handled the situation and if there is any room for improvement.?

Addressing these worldly events is never easy, but I hope you and your team have found this message helpful.?And I encourage you to share this with your network, too.

If you'd like to share your thoughts on this newsletter, add more tips, ask for advice or heck - need a safe space to vent - just comment. I'm here to chat.

Be well and be safe,

Lee Rubin (she/her) | Co-founder & CEO