Managing People at a Time of Crisis

Tomorrow, May 22, 2020, is our first PDA with Titi A. interactive session.

We will be discussing Career Advancement Techniques - I'm super excited; don't miss it. Our two guests, @Gbolahan and @Adekoya were carefully selected and kind enough to agree to join us for this exciting interactive session.

But while we anticipate the discussion, I also had a quick one-on-one session with Ade, just to get his views on some topics we may not be able to breakdown in the session and I think you'd love to know what he said. Please see below pieces of our discussion.

Titi A.: Have you ever being dealt to face a critical situation/ crisis? What was it and how did you handle it?

Ade: Yes, I can recall a number of incidents. It includes a previous role working for a company that provides water to millions of people. A number of years ago, over a period of three months, the water was infected by Cryptosporidium, a parasite that can cause respiratory and gastrointestinal illness. This tested our resolve on a number of fronts, including: (i) providing alternative clean water for the entire period; (ii) communicating with customers; (iii) supporting vulnerable people – the elderly, expectant mothers, people with underlying illnesses, young children, etc; (iv) eradicating the Cryptosporidium; (v) trying to win the trust of customers, post the event. As a HR professional, my role included supporting the leadership team as we made life-critical decisions, ensuring that the technical and scientific teams were working coherently to eradicate the problem, and supporting the protection of the company’s brand and reputation.  We suffered a loss of confidence from our customers, but thankfully that was restored over time

Titi A.: I always like to look at the bright side of things. Do you see any positives we have gained/ could gain from this COVID-19 situation?

Ade: Yes, I strongly believe this situation has shone a (positive) light on two different aspects: (i) our ability to work more flexibly/ smarter, and (ii) it has improved relationships and fostered community spirit. On the first point, we have all been forced to rethink the way we work and I’ve been impressed by how the human race has risen to this challenge; flexible/ smart working is about output (the end result) rather than visibility (being seen to be carrying out a task), and I for one believe that we should continue to fully embrace these methods – I’m particularly appealing to the ‘working from home doubters’ amongst us – LOL. On the second point, I’ve been very impressed about one of the unintentional (but very positive) consequences of COVID-19, which is how the human race have rallied around one another as a force of good. It has been very heartening hearing stories of people checking on one another, long lost friendships being rekindled, and people generally supportive of one another, on a professional and personal level. Long may these continue, beyond the demise of COVID-19

Titi A.: Being that you work for one of UK's top 100 companies, what would be your advice to business' in regards to ensuring they have business continuity?

Ade: My advice is simple; (i) business leaders must set out a very clear and uncomplicated plan and communicate this to all stakeholders; (ii) business leaders must continue to communicate REGULARLY with their staff, reassuring them during these uncertain times; and (iii) employees must rise to the challenge by ensuring that they support their organisations, effectively, during these troubled times

Titi A.: What sectors or businesses do you think can thrive in this COVID-19 era? Also what skills would be best to have at this time?

Ade: A very interesting question; The Tech industry (including Mobile Communications) is one that we are all reliant upon right now, as, in the absence of being physically present at our places of work, is our means of communicating with one another. I can only imagine how busy tech professionals are. I also believe that the retail (food) industry will be busier now, more than ever, as people try to stock up their pantries/larders. Let’s not forget the social media platforms, which I imagine has seen a ten-fold increase in traffic over the past few weeks. If I wanted to advertise right now, my focus would be on these social platform, rather than other traditional means

Titi A.: COVID-19 is a major health issue. What role can HR play in ensuring safety in the workplace (& of employees)?

Ade: HR’s is even more vital at the leadership table during these challenging times. We, as the “people’s People” must support leadership in ensuring that the clear, uncomplicated plan is communicated to all employees, who may be fragmented across locations in different states and regions. For those who are required to be in the office, we must make sure that we help provide practical support in that space (e.g. ensuring that the arrangements to have the office deep-cleaned does take place) and ensure that items such as sanitisers and wipes are available in the office; we also must continue to review and update the latest government health advice, and ensure it is effectively disseminated to all employees . We should feel comfortable in challenging (where necessary) the notion that employees need to be in the office, rather than working from home, at this time. HR also has a responsibility to keep employees, including the leadership, updated on ways of supporting one another’s health, welfare and well-being. At times like this, a lot of people with their own underlying challenges (mental health and anxiety, to name a couple) would welcome the our support in making sure they are coping well. 

Titi A.: What advice would you give employees who have to report to work?

Ade: Simple – safety first. Your employer has a duty of care to you, to ensure that you are not exposed to the dangers of COVID-19. Employers also have a duty to follow government instructions and guidelines. If anyone feels that they are being put in harm’s way by being given instructions counter to that of current government advice, they should constructively challenge this, with the support of their HR colleagues. And if it is a member of HR is being put in harm’s way, then they should take the matter as far up as possible. No life is worth putting in jeopardy for any commercial gains

Titi A.: What advice would you give employees who are working from home?

Ade: Again, simple – prove the doubters wrong. There is so much doubt still out there, mainly from the less progressives, about the concept of working from home. My advice to employees is to ensure that they have the same rigorous structure that they apply at work, whilst working at home. Find a quiet part of your home to work from, let others know not to disturb you in that time, spend less time on social media platforms during those working hours, try to remain efficient and effective, take regular breaks (you’ll be surprised how working in a non-work environment takes so much concentration), try not to be distracted, and most importantly, communicate regularly with your line manager and colleagues.

Titi A.: What advice would you give jobseekers who may have found it difficult to secure a suitable job pre-COVID-19?

Ade: This is a difficult point, which I won’t sugar-coat; right now, most employers are operating in the “unknown”, and have done what is natural under these circumstances – ‘shut up shop’. Across the globe, recruitment, also called talent acquisition, has come to a grinding halt. Most organisations/employers have simply stopped recruiting. I say “most”……food retailers (specifically supermarket chains) are at their busiest, and are possibly one of the few sectors bucking the trend. To any jobseeker who has been finding it difficult to secure a role, I ask you to explore/investigate business sectors such as this, as well as “temporary construction” sector – by this, I’m referring to the ongoing efforts to construct additional temporary hospitals and holding centres, as well as other COVID-19 related solution centres. Finally, I will also ask jobseekers to consider the volunteering sector, e.g. charities, as an option

About the interviewee: Ade Onagoruwa is Head of Employees Relations for a UK FTSE top 100 company. Born in England, he spent his formative years in Nigeria, including attending Federal Government College, Azare, Bauchi State for his secondary education; he then returned to England to conclude his education. A Chartered Fellow of the Chartered Institute of Personnel and Development (CIPD), Ade has over 25 years’ experience in HR, having had roles and responsibilities at every touch-point of the employee experience, from recruitment to exit, and at every level - operational, tactical and strategic. In his spare time, he is a Trustee of a charity that cares for children and adults with severe learning disabilities, and is also learning to communicate in sign language and Italian.  Ade divides his time between the UK and Nigeria.