Does your organization have a crisis response policy? Employee stress levels are rising due to increasing volatility, characterized by civil and geopolitical unrest. This heightened anxiety can lead to a greater risk of workplace threats.
Chief human resource officers and HR department heads must step back and assess how well-prepared their organizations are to manage crises that may impact their workforces. A well-designed crisis response policy provides a proactive framework to safeguard employees from mental harm and injury during challenging times.
By establishing clear protocols and crisis readiness support, employers can foster employee confidence, demonstrating they are thoughtful and proactive in addressing potential challenges. Developing, training, and communicating a comprehensive crisis response policy is a strategic action that prepares a workforce for the unexpected.
Organizations that implement these policies using a Plan-Do-Check-Act approach demonstrate their commitment to prioritizing employees’ mental health. Such policies outline procedures and support mechanisms to protect staff during crises that threaten their mental well-being, such as trauma exposure, acts of violence, and serious accidents. A timely and effective response that prioritizes physical and psychological safety not only protects employees but also enhances trust, loyalty, and overall engagement within the workforce.
Guidance for Implementing a Crisis Response Policy
When designing a crisis response policy, it is essential to consider all employees, including full-time and part-time staff as well as contractors. The effectiveness of such a policy depends on its ability to prevent or mitigate the mental health fallout from a crisis. Regardless of the root cause—biological, psychosocial, or environmental—the crisis readiness team’s response should be consistent and well-coordinated.
A crisis readiness team is a designated group of trained personnel responsible for managing mental health emergencies. The “Crisis Ready” training program was created to equip employers and their staff with the skills necessary to support employees in crises.
The program aims to avert scenarios in which individuals experience overwhelming distress, which may manifest as suicidal ideation, severe anxiety, panic attacks, or other significant emotional disturbances. By implementing a thoughtful crisis response policy supported by a trained team, organizations can foster a safer workplace environment and promote the mental well-being of all employees.
Policy Components for Developing a Crisis Readiness Plan
Mental health crises can arise unexpectedly in today’s unpredictable work environment, impacting individuals, workplace culture, and productivity. Organizations that care about their employees understand the value of protecting their mental well-being by implementing comprehensive crisis readiness policies.
A crisis response policy equips employees and management with the knowledge and resources to identify crises early, respond effectively, and support distressed individuals. By doing so, employers can foster a safer, more supportive work environment, enhancing morale and productivity.
The following nine components are essential for developing an effective crisis readiness plan. Each element plays a vital role in ensuring that organizations are prepared to address mental health crises swiftly and compassionately. By incorporating these components, employers demonstrate their commitment to employees’ mental health and create a culture of understanding and support that can significantly mitigate the impact of crises.
- Crisis Identification – Employees should be trained to recognize the signs of a mental health crisis, including sudden changes in behavior, expressions of hopelessness, and significant distress.
- Immediate Response Procedures – When a crisis occurs, follow these steps promptly:
- Assess Safety – Prioritize the safety of the individual in crisis and those nearby. If there is an immediate risk of harm, call emergency services (911).
- Contact the Crisis Team – Notify the designated crisis team or a manager to engage the necessary support resources.
- Support Mechanisms – Organizations must provide resources to assist employees in crisis, including:
- Employee and Family Assistance Program (EFAP) – Confidential counseling services, on-site mental health resources, and access to local mental health services.
- Mental Health Hotlines – Immediate support from trained professionals.
- On-Site Mental Health Professionals – If feasible, access to mental health experts at the workplace.
- Follow-Up Procedures – After addressing an immediate crisis, the crisis team should:
- Conduct a Debriefing – Meet with the affected employee and relevant parties to assess ongoing mental health needs.
- Create a Follow-Up Plan – Develop a personalized support plan, which may include scheduled check-ins, further counseling, and work task adjustments as needed.
- Confidentiality and Privacy – All communications and records related to the crisis must be kept strictly confidential and comply with relevant privacy laws.
- Training and Development – Employees, particularly managers and supervisors, should receive crisis-readiness training to recognize mental health crises and effectively implement policy procedures.
- Monitoring and Review – The effectiveness of crisis response procedures should be regularly evaluated through employee feedback and input from the crisis team. The policy should be reviewed annually and updated as needed.
- Employee Participation – Employees should be encouraged to provide feedback on the crisis response policy through surveys and team discussions, ensuring the policy remains relevant and responsive to workforce needs.
- Compliance and Accountability – HR and/or Occupational Health and Safety (OHS) teams should ensure that all employees and leaders understand and adhere to the policy. Senior leaders should designate a policy owner responsible for monitoring compliance and coordinating crisis response efforts.
By implementing a well-structured crisis response policy, organizations can create a safer, more supportive workplace, protecting employees’ mental health and fostering resilience in times of crisis.
