In an increasingly connected yet polarized world, the ripple effects of crisis can significantly impact the well-being of employees. When any global conflict occurs, employers face the same question: How should we respond?

There are no easy answers, but this is our call, our work, as leaders – to support our people, especially when things are difficult.

First, make sure everyone is safe and acknowledge the pain.
Focus on the immediate physical, emotional, and mental health of employees and stakeholders. Recognize that social-political upheavals can take a toll on employees’ well-being. Your employees might have diametrically opposing viewpoints (for example, the current Israeli-Palestinian conflict). Reiterate your policies about each person feeling safe in your workplace. Insist that each person’s opinion must be respected. Demonstrate and encourage empathy and tolerance with your attitudes, statements, and actions.

Second, give explicit permission to deal with the crisis.
Communicate that your employees may prioritize caring for their personal needs during a time of crisis; this empowers them to do so. Possibilities include allowing time to unplug from work, flexibility around deadlines, and identifying team members who can help cover workloads. Above all, ensure that your employees know that you care, that they and their health and well-being matter.

Finally, ensure that managers are checking in.
Your top priority is to ensure that each team member feels supported. Managers are usually best positioned to support their direct reports, often by checking in on a regular basis. Actively support your managers because they will be carrying a double load – supporting their direct reports AND dealing with their own emotions.

One final thought:
Do you provide an EAP? Is there an accessible mental telehealth service included in your insurance plan? Are your employees able to take time away from their work to incorporate self-care practices into their day? If not, this might be a good time to create such a policy. Share easy access links to any of the supportive resources your organization provides.

By emphasizing empathy, communication, and flexibility, leaders can help their workforce navigate challenging times while building and maintaining trust within the organization. How you lead your people during these difficult times matters, because it tells them what kind of organization they work for, and whether they can count on you when times get tough.

Adapted from an e-mail from Boly:Welch November 2, 2023.

Gary Langenwalter