HR in the times of Coronavirus

Human resources are the glue that holds an organization together, and especially in the midst of national and global crises like the COVID-19 pandemic, HR must make difficult decisions that directly impact the employee experience. 

Employee fear and anxiety rise over job security, wellness, personal finances, or working conditions. As an HR professional we must communicate effectively and with empathy, strong emotions either positive or negative. A company's response matters on many fronts, it's a reflection of how employers treat employees’ individual situations, but also how the company treats clients and partners.

In addition to employees’ reactions, practical matters need to be considered as well. Workplaces are in flux: shifting workplaces; an increase in remote work; changes in regulatory rules and routines can create turmoil. We as an HR must set a good example by incorporating change into its own routines and encourage continuous refinement of policies. Companies must be as transparent as possible with employees in times of uncertainty, and we must take decisive steps to manage organizational communication correctly to help achieve these goals. 

Going through a global pandemic, an economic downturn, and making tough decisions to keep your company afloat is an incredibly tall order. 

Employees need to know what's going on at the office and what's expected of them. This can help them regain some sense of normalcy when their world is turned upside down. It's important to use every channel available, including companywide emails, messages posted on your company, Internet sites, communication apps, and social media accounts. 

We really need to utilize our platforms to stay connected with one another. If you're a little slower on the technology adoption curve, now is the time to make the leap. Employees are typically not expecting leaders to have every answer, but they do want to know that the company is taking steps to identify issues and resolve problems. And as you're maintaining close lines of communication throughout the crisis, have a process for quickly developing and distributing answers to clarify rumors and inaccurate statements that are bound to occur. Employees want to be a part of the solution, so ask for their ideas. Soliciting employee input also is a critical step to gaining buy into whatever direction you ultimately go with your priorities. 

Now, more than ever, it's important to remember what the H stands for, there is a reason that we call it human resources. At the end of the day, every organization is about people, those who work with us, and those we serve. So, when a crisis strikes, the human element should never take a back seat. 

Right now, you may hear employees express feelings of helplessness or depression in response. Encourage them to talk about what they're doing in their communities and for their coworkers. Help them see the role they can play to serve your customers and their teammates.

Remember, it's a marathon, not a sprint. Recovering will take time, which can make it overwhelming when you're trying to get things back on track. That's why it's important to pace yourself, your employees, and your company. Everyone processes change differently. Compassion and genuine care can foster long-lasting results.