Disruptions hit businesses relentlessly, forcing leaders to stay on high alert for threats to their organization and staff. Natural disasters loom large among these challenges, striking at the heart of operations and employees' lives. Hurricanes rage, ice storms paralyze cities, and organizations must leap into action. It's not just about keeping the lights on — it's about standing by your people as they prepare for, endure, and recover from these catastrophic events.
Effective leadership demands a proactive, empathetic, and supportive approach, especially during an emergency. It requires a strategy spanning from immediate crisis management to long-term recovery and support, all while maintaining open lines of communication. Listening becomes even more critical during these times, but there are nuanced approaches needed when listening to employees, analyzing data, taking action, and driving change in the wake of a natural disaster.
Listen: A Nuanced Approach to Listening During a Natural Disaster
Listening is always central to good leadership, but during a natural disaster, it takes on an even greater role. However, the way we listen must be adaptable to the unique circumstances employees are facing.
- Create Multiple Channels for Feedback: During a disaster, employees might have varying degrees of access to technology or may lack the time to engage fully. It’s essential to offer employees diverse ways to share their thoughts. This includes one-on-one conversations, hotlines, and as appropriate, listening events such as online surveys and crowdsourcing. Make sure these options are easy to access, mobile-friendly, and regularly monitored so no feedback is missed. Extending the time for any previously planned listening event can also account for disrupted access to technology or power to be inclusive of those impacted.
- Adapt Your Listening Approach: The needs of employees will evolve as the disaster progresses. In the immediate aftermath, the focus might be on urgent practical support, such as physical safety and access to basic resources. As time goes on, employees may require resilience support to navigate long-term challenges. Adjust your communication strategies accordingly, offering different ways for employees to express their needs at each stage. This will ensure leaders stay in tune with current challenges and make data-driven decisions about support that is needed.
- Target the Listening Topics: Keep the requests for feedback centered on relevant, timely, actionable areas like physical safety, psychological safety, well-being, access to resources, communication transparency, and the need for flexibility and support. It may be beneficial to reinforce existing support in your communication using direct links to available resources during data collection to make it easier for employees to find help when they need it most.
Analyze: Targeted Insights in Real-Time
Real-time data is essential for responding effectively during a natural disaster. The more immediate the insights, the faster leadership can act to support employees.
- Ask the Right Demographic Questions: To get the most useful insights, ask targeted demographic questions that can help pinpoint specific needs. For instance, location, access to technology or basic needs, caregiving responsibilities, or work arrangement (remote vs. on-site) can all influence the type of support employees require.
- Monitor Real-Time Feedback: The purpose of this type of survey is not for robust analytics and reporting. It’s important that leaders stay attentive to insights as they emerge through survey administration rather than waiting for lengthy reports or presentations. As data comes in, leaders must act with urgency. This might include addressing immediate safety concerns or deploying additional support where needed.
- Encourage Manager Collaboration: Manager-level reports or survey access may not be feasible in every situation, but open communication with managers is critical. Ensure they are equipped with the information and resources necessary to support their teams effectively.
Act: Take Action with Urgency and Empathy
Listening without action erodes trust. Employees need to see tangible outcomes from their feedback, especially in times of crisis.
- Personalized Support: Not all employees will need the same type of help. Targeted actions that meet both individual and group needs are essential. Empower managers to provide personalized support for their teams. Clearly communicate the resources available to employees, whether they are mental health services, financial assistance, or flexible work options. Regularly remind employees how to access these resources as they navigate their recovery.
- Flexible Work Arrangements: Give employees the flexibility they need to manage their recovery. Whether it’s adjusting work schedules, offering time off, or providing alternative work arrangements, flexibility is key to supporting both the physical and emotional recovery of your workforce.
- Support for Managers: Don’t forget that managers in impacted areas need support too — both for themselves and to help their direct reports. Ensuring that already-squeezed managers have access to necessary resources is crucial for a more comprehensive recovery effort. Providing multiple avenues for connection, such as asynchronous messaging, phone calls, virtual meetings, or even in-person support, helps ensure aid for their teams regardless of their circumstances.
Leading Change: Build Trust and Organizational Resilience
Listening during a natural disaster is not just a reactive measure — it signals genuine care, support, and long-term commitment to the well-being of employees. This type of leadership has a ripple effect of reinforcing trust and resilience. Beyond immediate crisis management, active listening and responding to employees during these times lays the groundwork for lasting change in support of the employee experience, engagement, and success.
- Maintain Continuous Feedback Collection: As recovery progresses, employees’ needs will continue to evolve. Maintain open lines of communication and provide ongoing, targeted support based on real-time feedback.
- Build Resilience and Agility: Crisis can fuel innovation that benefits employees far beyond the urgent need in the face of disaster. The insights gathered help leaders refine their crisis response strategy, and adapt the culture of resilience. Making data-driven changes during times of dire need prepares the organization to handle future crises with greater agility.
- Monitor for Needed Policy Enhancements: The insights gained during these times can guide improvements to policies and support mechanisms for employees, both during natural disasters and other challenging periods. These can help to ensure the organization and leaders within are better prepared and supported for the next disaster.
During a Crisis, Perceptyx Can Help You Hear What Your People Need
Following a natural disaster, an intentional, empathetic approach is essential for maintaining a positive employee experience. Prioritizing safety, emotional well-being, transparent communication, and flexibility can help employees feel valued, reduce stress, and foster resilience in the face of adversity.
At Perceptyx, we offer standard survey content to help leaders gain insights into the resources and support employees need to navigate these challenging times. Don't wait for the next crisis to hit — schedule a meeting with a member of the Perceptyx team today.