I recently read a very useful article from Quantum Workplace – which even provides forms with insightful questions in different stage of crisis to help organizations to get through COVID-19. I would like to share the summary of this good article.

The coronavirus pandemic has been classified as an unprecedented crisis. It has left many organizations feeling hopeless and unsure where to begin. Developing a plan helps organizations provide a systematic response and communication to employees, managers, and other important stakeholders.

There are five phases that most organizations will be facing during the crisis management.

No matter how challenging in different phases, we must listen, respond, and act on our employees’ concerns and anxieties with empathy.

Firefighting – Understand Needs

You need to understand what’s going on in your business and with your employees. Take account of employee needs, understand your performance processes and what might need to shift, and commit to a strategic plan that works for your organization.

You need to ensure you can provide what employees need:
• The right information
• The right resources and equipment
• Managerial and organizational support

Responding – Create Clarity

As your organization starts to understand the impact of this crisis it’s important to provide clarity for your employees. Define your expectations to help them prioritize what’s important. Communicate about any information or resources they’ve requested and any next steps to help focus on getting back to work.

Supporting – Regaining Momentum

While it’s not always possible to provide your employees with everything they need, being empathetic and supportive can help you acknowledge your organization’s status and wrestle with the unknown as it comes. This is not a time to stop the feedback loop. Follow up regularly and continue to understand “normal.” Define what it means for your business and how you can achieve it one day at a time.

Recovering – New Normal

After you’ve addressed your employees’ needs, made adjustments, and settled into your new normal it’s time to get back to business as usual.

Before you can begin to put the pieces together to get back on track, you must pause and be intentional about your next move—even when
you’re feeling the pressure to get things moving.
Consider how this new normal impacts:
• Physical workspaces
• Leave and vacation policies
• Team-building and morale
• Benefits and compensation
• Talent acquisition and recruitment
• Onboarding and candidate experiences
• Talent decisions and development
• Career growth and alignment

Succeeding – Moving Forward

When the time comes to re-enter the workforce there will likely be individual differences in how your employees will want to return to their physical workspace. Some may embrace a sense of normalcy and others may resist or be anxious about returning.

And while it may seem like your workforce can return to its normal productivity and performance, you’ll need to be cautious of employee burnout both in the roles of essential and remote workers.

Continue Employee listening helps you make smarter decisions in all areas of your business moving forward and stay in tune with employee needs and expectations.
Organizations who have adopted a performance mindset are on the path to a resilient future. Those who more agile performance processes will have an easier time checking in with employees, creating goal clarity, and getting things back on track.