| | FEBRUARY 2023MANAGEHRMAGAZINE.COM9communicate what is happening and how the company will respond to all stakeholders. In other words: use all available resources to their fullest potential by giving them information that can help keep them safe and engaged at this time of uncertainty.HR needs to be a leader amid this crisis.In times of uncertainty, HR needs to be a leader in your company. The first people affected by a crisis are usually the employees, so you must ensure they have all the information they need about how their benefits might help and what policies will change. You also want to create an environment where people feel comfortable sharing their concerns with you; if things get tense among your employees, let them know there is someone on-hand who can help them through this difficult time.Leading human resources during uncertain times begins with creating an action plan upon learning of a crisis that will affect the company and its people.While this is a big topic, your action plan during uncertain times at a minimum, should include the following steps:· Determine if any employees may be affected by the crisis or have concerns about job security. Employees impacted must be engaged as appropriate, and their leaders coached to handle the challenges with the needed care.· Develop an emergency communication method for reaching your employees so you can keep them informed about the status of their jobs, performance expectations, benefits, etc., throughout the crisis.· Determine what actions will need to take place immediately upon learning of a crisis (such as sending out payroll checks while employees are handling an emergency). Your plan needs to outline actions before a crisis occurs so you can avoid mistakes later down the road once emotions run high.· Determine if appropriate communication has been provided regarding flexibility for work location, providing career development and clarity in growth opportunities.Net-netKnowing how to lead human resources during uncertain times is essential. You cannot let your employees feel uncertain about their futures and jobs. To do this, you must first understand their needs, drives, motivations, skills, ambitions, et al., and what they need at any given moment. A critical element is communication and keeping employees informed of the latest developments on an ongoing basis, so they do not feel like they are being left out of the loop. Finally, ensure everyone knows where they stand within the organization's operating model so that no one feels they are being treated unfairly or unjustly because of something outside their control, such as a global economic downturn or other challenges. While uncertainty can be challenging, being prepared to handle any eventuality is a good first step to facing things head-on! Ultimately, leadership is not position or privileges, titles, or paygrade. Leadership is a responsibility, and it is HRs for the taking. The core role of HR is to deliver a workforce that can help execute the organization's business strategy
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