How prepared is your organization for workplace disruptions? Workplace disruptions like strikes and lockouts can negatively impact a workforce’s mental health. One study found that although both strikes and lockouts can increase employees’ stress, lockouts create higher levels of 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 with 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 supportive 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 enhances 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 deepen divisions between employees. Some may favor strike action, while others oppose it, increasing interpersonal conflicts.
- Decreased morale: Prolonged workplace disruptions can negatively impact employee morale by fostering feelings of disconnection and resentment.
- Increased workload anxiety: Workplace disruptions can lead to backlogs and heightened anxiety about catching up upon returning to work.
- Effect on productivity: Stress and anxiety during disruptions can reduce employee performance and productivity, both 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 uncertain times.
- Negative public perception: A workplace disruption, such as a strike, can harm an organization’s reputation, increasing employees’ stress when re-engaging with the public.
- Mental health challenges: Prolonged uncertainty and tension can lead to long-term mental health issues, including anxiety, depression, and substance abuse.
- Risk of disruptive behaviors: Elevated stress and frustration during a disruption can increase the likelihood of unprofessional conduct.
- Job security concerns: Uncertainty about job security can heighten anxiety, negatively impacting employees’ well-being.
Employees may experience multiple concerns simultaneously. 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
Workplace disruptions can affect employees in different ways. Employers must recognize that even in similar circumstances, individuals may react differently. A proactive, crisis-ready Plan-Do-Check-Act approach should include the following checklist:
- Establish a crisis management plan and educate the workforce: Develop a plan for disruptions such as work stoppages, natural disasters, and IT outages. Include response protocols, communication strategies, and emergency contact lists. Ensure employees are familiar with the plan and their training is up to date.
- Establish clear communication channels: Ensure employees understand how they will receive factual updates during a disruption. Regularly test the system and gauge how many employees access the communications.
- Put appropriate supports in place: Provide employees with medical, mental health, and financial support, along with access to wellness programs and flexible working arrangements.
- Prepare leaders and HR for crises: Leaders and HR professionals play a critical role in navigating crises. Their responses can determine whether a situation improves or worsens. Enroll leaders in www.crisisready.ca to gain essential skills and strategies for enhancing their professional capabilities.
