Supporting employees in times of crisis may seem outside an organization’s responsibilities. However, what if it were seen not only as a set of generous gestures but also as a fair or even useful coping strategy? This is precisely what we want to discuss in this article.
The context of the crisis
Inflation is the magic word that seems all-encompassing, raising the price of everything it touches. It is the cost of multiple items and goods, whether necessary or superfluous, as well as that of energy, tightening the entire consumption cycle and introducing it into a dynamic from which it is difficult to escape except by increasing debts: fuels, energy sources, basic and not so basic products. The perception of scarcity lurks behind every label and balances the scales of every decision citizens consider making.
Not to mention the threat that these indicators of economic crisis will increase in days, weeks, or months. The concepts of savings, scarcity, or austerity take on new meanings and awaken the discomfort of a society unaccustomed to them and fearful of anything that implies a change in its lifestyle and consumption habits, no matter how irrelevant it may be.
We are repeatedly warned that winter can be tough, but perhaps it will not be worse than summer, even if the sensations of our bodies are different.
Why support workers
Mutual collaboration
Supporting employees in a social, political, and economic context of uncertainty should not be done from naivety or improvisation. On the contrary, it must be understood in the context of the relationship between the company and the employees.
This is nothing more than a partnership agreement for mutual benefit, taking into account the inevitable asymmetries between the two. The success of each depends, precisely, on the efficiency of that partnership.
Employees cannot carry out their personal projects without a job – or a job in good conditions. The company cannot achieve its goals without employees working under good conditions, even when things are difficult outside. The storm is better dealt with together.
Adaptability
Supporting employees can be helpful if it is seen as a coping mechanism in the face of external threats: strengthening ties, bringing the team together, holding on to messages, and, above all, conveying, as far as possible and in a tangible way, a sense of stability. The company has a plan that does not involve making employees pay for the consequences of the crisis one way or the other.
The company’s role
In reality, people are afraid and therefore require security, which is why the companies they work for should consider the role they can play in supporting employees.
In fact, with the scenario we have described above, many employees are likely to view their present and future with concern or pessimism: how will it affect the company? Will I keep my current conditions, even my job? How will I make it if things get complicated? These and other questions frequently cross the minds of many employees and are associated with a sense of anticipatory fear that needs an answer.
Companies have an essential role to play in supporting employees in conditions of social prosperity and in more precarious economic conditions. And one of the things employees need to protect their psychological well-being is security, trust, predictability, and, ultimately, a sense that the organization remains committed to them.
In addition to the psychological component, each company must explore the current circumstances of its employees to understand better how the current and potential economic downturn may affect them. This is an essential step to implement measures of a more “material” nature related to salary advances (salary on demand), discounts, making the workspace more flexible (remote work can save significant costs for many employees), implementation of childcare facilities to save on expenses for employees who need it, or other types of concrete decisions that can be taken to support workers.
Caring for emotional well-being in organizations
At ifeel, we believe that nurturing the relationship between employees and the company means supporting employees in difficult times and thereby promoting sustainable and healthy productivity.
To convey this idea, our team of psychologists, experts in well-being at work, has created an emotional well-being program for companies that brings relevant benefits to the whole team, including Human Resources managers.
These managers play a fundamental role in the company’s final results. It is important to support them to properly guide the relationship between the company and employees and ensure that it is as beneficial as possible for both.
That’s why, through our program, you can receive personalized, data-driven advice on improving the psychological well-being of the teams under your care. Are you part of your organization’s Human Resources department? Try our program now to see how it could help you.
In addition, this program offers all employees a complete mental health care service that they can access in different ways depending on their needs. Those who wish can access an online therapy service with one of our psychologists, specialized in cases like theirs, or interact with one of our professionals to receive emotional support in a more specific circumstance that concerns them.
Of course, in our Resources section, you can find different materials, such as podcasts, HR Guides on various topics (e.g., employee experience or how to design a good HR strategy), or interviews with important HR positions. In addition, we have a Psychosocial Risk Factors Template, which you can use to comply with the requirements of the Labor Inspectorate.
We hope you found this post about supporting employees interesting. If you would like more information about our emotional well-being program for companies, just ask us, and we will contact your team as soon as possible.
