Workplace disruptions like strikes and lockouts can negatively impact a workforce’s mental health. One study found that while both strikes and lockouts can increase employees’ stress, lockouts create higher psychological distress.
External events such as inclement weather, power outages, natural disasters, and pandemics can significantly impact employees’ routines, disrupt access to work, and affect their ability to earn wages. Understanding how to navigate such disruptions supports employers and protects employees’ morale, productivity, and long-term commitment.
The degree of concern, stress, and anxiety experienced by employees often correlates to the uncertainty surrounding a situation. High uncertainty regarding when operations will normalize can exacerbate employees’ worries about job security, financial stability, and overall well-being. Employees may feel overwhelmed by questions about their roles, compensation, and the organization’s future.
Employers who manage these challenges can foster a more resilient and adaptable workforce. When employers communicate effectively during workplace crises and offer support resources, they build employee trust and loyalty. This preparedness minimizes negative impacts on productivity and enhances employee retention and satisfaction.
Being prepared to handle workplace disruptions improves an employer’s brand and reputation among employees, clients, and stakeholders.
The degree of concern, stress, and anxiety during a workplace disruption is typically associated with employees’ uncertainty levels. High uncertainty about when things will return to normal can increase employees’ risk of experiencing the following concerns:
- Financial hardship: Worries about income loss increase anxiety regarding financial stability, which can strain employees.
- Workplace division: Disruptions and stress can increase divisions between employees. Some favor strike action, while others argue against it, leading to interpersonal conflicts.
- Decreased morale: Prolonged workplace disruptions can negatively impact employee morale by increasing feelings of disconnection and resentment.
- Increased workload anxiety: Workplace disruptions can create a backlog of work, leading to employees’ anxiety about catching up when they return.
- Effect on productivity: Workplace disruptions can increase employees’ stress and anxiety, negatively affecting their performance and productivity during and after the interruption.
- Support system strain: Depending on its severity, a workplace disruption may overwhelm support resources, making it difficult for employees to access assistance during a period of uncertainty.
- Negative public perception: A workplace disruption like a strike can harm an organization’s reputation and increase employees’ stress and concerns when re-engaging with the public.
- Mental health challenges: A workplace disruption can tax employees’ resiliency. Prolonged uncertainty and tension can lead to long-term mental health issues like anxiety, depression, and addiction.
- Risk of disruptive behaviors: Elevated stress levels and frustration during a workplace disruption can increase the likelihood of some employees acting out or engaging in unprofessional behaviors.
- Job security: Uncertainty about job security can heighten anxiety levels, negatively impacting employees’ well-being.
Any employee can experience more than one of the above concerns. The more distractions and stress employees face, the more likely a workplace disruption will negatively affect their thoughts, feelings, and behaviors.
Checklist to Prepare for and Navigate Workplace Disruptions
Some employees may be negatively impacted whenever there is a workplace disruption. Employers must be mindful that two employees in the same situation may have different reactions. A checklist should be part of a proactive and crisis-ready Plan-Do-Check-Act approach to prepare for and navigate workplace disruptions:
- Establish a crisis management plan and educate the workforce: Build a crisis management plan for disruptions like work stoppages, natural disasters, and IT outages. Include response protocols, communication strategies, and emergency contact lists. Ensure employees are familiar with the plan and that their training is up to date.
- Establish clear communication channels: Ensure all employees understand the communication channels that will keep them up-to-date with facts during a workplace disruption. Test the system and check in with employees to ensure a high percentage of the workforce is accessing the communications.
- Put appropriate supports in place: Provide employees with access to medical, mental health, and financial support, wellness programs, and flexible working arrangements.
- Prepare leaders and HR for crises: Leaders and HR professionals can be calming forces in turbulent times. Their responses can determine whether a crisis improves or deteriorates. Enroll leaders in www.crisisready.ca to acquire key skills and strategies that enhance their professional capabilities.
