The crisis is serious, violent, an adverse change of watershed importance (according to online encyclopedia "Wikipedia"). Given the fact that all emergency situations generally cause a panic, irrational action, fear and confusion, you might want to prepare the company for the occurrence of such threats, and train employees to know how to act when the crisis comes.
A crisis response plan allow you to achieve collective support, prevent post-trauma stress
reactions, and portray management as wise and caring. It fulfills three primary goals (according to Mark Braverman, Ph.D.publication) :
1. Prevention of posttraumatic stress reactions by reaching affected individuals and groups before they have a chance to seal over
2. Communication of crisis-related information in order to contain fears and control rumors
3. Fostering of confidence in management as in control of the crisis and demonstrating concern for employees' welfare.
A crisis response plan contains the following components:
· Consultation with management
· Determination of communications procedures
· Meetings with affected groups
· Assessment and counseling of individuals at risk
· Follow-up and recommendations
Also Mark Braverman create special checkilst. So now we can ask us some basic questions and see how are we prepared for crisis.
Checklist: Are you Crisis Prepared?
• Has conducted a “crisis audit”
In order to be crisis prepared, every company should conduct an assessment of its
readiness to meet crises. This will include both an audit of what crises they are likely
to face, as well as an evaluation of systems. Audit methods may include survey
questionnaires, focus groups, interviews with individuals from upper and line
management and specialized functions, and review of existing policies, procedures
and resources that bear on prevention and response to crisis.
• Has developed policies, procedures, and available specialists as result of audit.
Being prepared means following through by training personnel in policies and having
meaningful procedures for timely and coordinated response. Too many companies
have crisis plans “on the books” but fumble when a real crisis presents itself. Here is
where the involvement of top management separates the truly crisis prepared from the
crisis prone.
• Has a cross-functional crisis response team.
The team, as described above, is a crucial component of crisis readiness. Don’t allow
managers, however seasoned, to deal with crises alone! Crisis response requires
teamwork, and it requires an ongoing process of consultation, information collecting,
and decision-making. Only a team can do this right.
• Has progressive, well designed work-family and preventive health policies.
Crisis will be a fact of life for companies and the people who work in them. Crisis
prepared companies take into account that stress will take its toll in increased
accidents, absenteeism, family, mental health and substance abuse problems, poor
performance, and faulty judgment. Employees need flexibility in their work
schedules to stay healthy, and they need access to good general health and mental
health services, including Employee Assistance Programs.
• Takes charge of disability and Workers Compensation programs.
Some crises involving poor working conditions or overly stressed employees begin as
“standard” occupational health claims. Crisis prepared workplaces have systems in
place to detect these situations and, in a proactive, non-punitive fashion, take
coordinated action to resolve the problem before it becomes a crisis. Downsizings
and restructurings are often accompanied by an uptick in claims. This is not fraud: it
is a symptom and a warning signal. Your crisis team can prevent this.
How are your answers? Are you well prepared?
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