hr practice
STEPS TOWARDS EFFECTIVE CRISIS
MANAGEMENT AND INTERVENTION
The dialogue regarding crises needs to revolve around what the
specific event means for the workplace and its employees. There
is opportunity to open the lines of communication to help iden-tify
the specific needs of each employee regarding the crisis and its
ultimate impact. This will include providing communication and
informative updates to the staff.
It is crucial to help employees work through their reactions to
crises with the guidance of a professional counsellor. This can be
best accomplished in a group setting where employees have the
freedom to express themselves, while feeling that their emotions
in regard to trauma are both validated and normalized.
In the aftermath of a traumatic event, EAPs provide support
through counselling services to employees, their families and to the
community. They also provide additional information (e.g. pam-phlets,
informative articles, etc.) and follow-up calls to employees
who require additional support during their healing journey. An
EAP can help HR managers with effective crisis management and
intervention to best serve employees who are struggling. They can
also provide support for those who do not immediately identify
with the subsequent impact of a crisis.
It’s imperative for an employer to open lines of communica-tion
with their employees regarding the status of a crisis, as well
as any progress or implications regarding future actions. This can
be achieved through company communication vehicles such as live
information meetings, email notifications and instant group chat
apps, such as WhatsApp, BBM or iMessage. The goal is to ensure
that every employee is aware of the status of a crisis. By maintain-ing
and facilitating an open dialogue in regard to any movement in
crisis management, employers will have insight into how they can
better support their employees through trauma.
FURTHER STEPS
In many cases, the healing work is ongoing. EAPs can provide
effective coping skill support and training to employees, including
EVEN IF A CRISIS DOES NOT
IMMEDIATELY IMPACT THE
TEAM, THE EFFECTS CAN STILL
BE FELT AMONG EMPLOYEES.
extended counselling services and referrals to employees who may
need medical support.
The collective healing process demonstrates a need for advo-cacy
continuing awareness of the effects of crises by bringing poten-tially
of trauma. However, these effects can be minimized through
EAP services.
By heightening awareness, the community will be presented
with a greater sense of safety and security, both inside and outside
of the workplace. It’s important to allow time off for those begin-ning
be able to take the necessary time to begin their recovery process
with EAP support.
CARE AND CONSIDERATION CAN OFFER RELIEF
TO THOSE DEALING WITH TRAUMA
Protecting and supporting the workplace during and after a cri-sis
affected, both directly and indirectly. An EAP provider is a cru-cial
by traumatic circumstances. In conjunction with access to out-side
employee’s life as they continue their healing journey. n
Charles Benayon is the founder of Aspiria Corp.
Peter V. Matukas
Employment Lawyer & Workplace Investigator
BA, LLB, AWI-CH
and community support measures. This offers insight to the
chronic difficulties to light, including the long-term impact
to heal, removing any direct pressure so that employees will
(or crises) is an essential aspect of honouring each individual
element in offering the support needed by those impacted
community support, HR can create positive changes in each
NEUTRAL WORKPLACE
INVESTIGATIONS OF:
(See our article on workplace harassment on p. 13)
• Workplace harassment and sexual
harassment
• Company policy violations
• Workplace misconduct
• Workplace violence or threats of
violence
• Bullying
• Retaliation and Reprisal
www.harrisandharris.com
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18 ❚ FEBRUARY 2019 ❚ HR PROFESSIONAL
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