우리의 연구에 따르면, 위기의 시간은 직원들에게 더 큰 복지를 보장할 뿐만 아니라 위기가 끝났을 때 더 큰 사업 성공을 거둘 수 있는 방법으로 직원들에 대한 신뢰와 헌신을 키울 수 있는 가장 중요한 기회를 제공할 수 있는 것으로 나타났습니다.
In times of crisis, it’s essential to not lose sight of your human side or your company’s cultural values. Instead, channel them into positive strategies and actions that will protect your employees’ well-being and improve your workplace culture over the long term.
‘Great Place to Work-Certified ™’ 회사들이 현재 건강 위기에 어떻게 대응했는지 살펴보면, 코로나19의 영향에 다가서는 방법에 대한 최고의 팁을 찾을 수 있습니다.
A loss in productivity is not a worry reserved for managers – it makes employees feel uneasy, too.
It’s a manager’s job to normalize stress during uncertain times. Acknowledge that this is a troubling time and that you anticipate that business might slow and employees will be less productive.
직원들이 인간이고 현재 더 산만해질 것이라는 점을 인식하면 더 심리적 안전을 창출 할 수 있습니다.
위기 기금 만들기
Coronavirus is placing new financial strains on many workers – whether from scaled back working hours or parents juggling childcare while working from home.
This startling statistic inspired leaders at Great Place to Work® to start our “CARE4U” fund. Great Place to Work employees have access to a monthly stipend to support them during emergencies and unexpected life events.
is also finding ways to support their people financially. Employees received to offset the unforeseen financial burdens of the crisis. The company is also setting up a relief fund to help employees with “significant hardships.”
적극적이고 정직한 의사 소통 연습
Strong communication is critical during uncertain times.
Great communication involves both keeping employees informed about important issues and changes, while ensuring leaders and managers are accessible for questions and willing to give straight answers.
Crises won’t wait for your annual employee survey to roll around. Certified companies such as send . This keeps employees feeling cared for on a regular basis and managers on top of employee sentiment.
Transparency can be hard when the news is not positive. Arne Sorenson, CEO of , sent this honest video update to all employees. More information during times of change creates more confidence among employees and prevents misinformation from derailing morale or organizational initiatives.
Share news with all employees using an honest manner, where both strengths and challenges can be discussed openly. Acknowledge the concern and uncertainty that people are likely experiencing.
시간별 근로자 지원
Many employees don’t have the luxury to work from home. It’s impossible to practice social distancing if you’re serving customers at a grocery store or patients in a hospital.
Certified companies are thinking through work adjustments for their people across job roles. For example, some companies are pausing the use of refillable drink and food containers in their restaurants for the sake of keeping their employees healthy.
의제 없이 회의 개최
Create an optional virtual meeting for your employees – with no order of business but to share feelings or concerns.
This time can provide mental relief for your team – a space to connect about no-work related matters. You could even involve people from other teams, creating a stronger sense of solidarity.
Carving out this time for your people sends the message that self-care is as important as work.
직원의 가족에 대해 물어보기
Many managers know that employees can’t feel psychologically safe with fear of being fired or laid off. But uncovered a less-studied source of fear. We call it “everyday fear.” It refers to employees feeling anxious about trying to reconcile work and personal obligations.
When leaders don’t treat employee well-being as a priority, their people experience subtle yet significant anxiety.
You can reduce everyday fear anxiety by asking employees about their home life. How are their loved ones? How are their pets? What new burdens are they dealing with right now?
Asking these questions sends a clear message to your employees that work-life trade-offs are neither expected nor encouraged.
직원들에게 이용 가능한 자원에 대해 알려주기
In a crisis we can often forget about valuable resources already available to us, such as:
- Access to counseling via an Employee Assistance Program (EAP)
- Financial wellness coaching
- Mental health programs
- Company discounts on essential items
Whatever you currently provide, sending regular reminders will reinforce your care for employees while reconnecting them with resources that can help.
위기 동안 돌봄 제공하기
In moments like this, every interaction we have is telling a story about our leadership. As Brené Brown teaches us, being vulnerable is one of the most courageous things you can do.
Are you worried, too? Don’t be afraid to share that with your team. Showing your human side will help instill trust in your employees and reassure their psychological safety.