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Communicating the Return from the COVID Crisis

Duration:
90 Minutes
Access:
6 months
Webinar Id:
703062
Register Now

Recorded Version

$195. One Participant
$395. Group Attendees

Group Attendees: Any number of participants

Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)

Overview:

The circumstances surrounding the Coronavirus (COVID-19) are continuing to develop hourly (let alone daily), and with the rapid-fire nature of modern media and social media channels, details vary from broadcast to broadcast, leaving many in the workforce in confusion and fear

Most are confused about the next steps they should take, either paralyzed by fear, worried about their future or in the shock and denial phase of the crisis. Having a plan is the best course of action for any business, however for many, especially those who have not implemented crisis management plans in the past, we are entering new territory.

The pandemic is creating a constantly changing national condition which has employers feeling the pressure and unfortunately due to the overload of news and information (often contradicting itself) leaders are running the risk of being ambitious in their communication and actions with employees.

Ambiguity leads to confusion and creates more uncertainty and fear. This is something we all need to avoid. Thankfully, there are steps employers can take to prepare their workforce, encourage certain behaviors and manage the business environment effectively, so employees can continue to remain engaged and reduce the risk of panic and concern.

These steps are the basis of crisis management and often seem commonsense, however, in a crisis it is more difficult to see the trees through the forest and think or behave in a considered way.

It is vital for HR professionals that reasonable practices are established and followed, plans put in place and implemented, and most importantly, any action taken has been thoroughly understood, investigated, checked and measured in order to avoid longer term damage to the business.

Every day the boundaries and goal-posts are moving, so it is vitally important that leaders in industry, business and human resources are kept as up to date as possible to avoid generating fear, adding to the confusion or creating workplace dysfunction. We need to know all we can in order to adapt, innovate and implement new ways of operating during a crisis. This is why clear communication, accurate information and considered action are required.

Why should you Attend: If you are in a leadership position, experienced in HR or new to the Human Resources field, have employees who travel or have a concern about how you will manage your people through our current state of affairs, this presentation will help you to:
  • Alleviate your concerns and get clarity for your communication and behavior
  • Assist you to avoid ambiguous messaging to ensure your workforce is fully aware and working through changes being implemented
  • Manage the functional workplace through this crisis, including up to date insight on the constantly changing environment
  • Address the business’ internal and external response to the Coronavirus and any other crisis that occur
  • Review your current processes and plan ahead for potential issue areas

Managing HR is about mitigating risk, reducing conflict and pre-empting issues.

The trouble right now is that furloughed and laid off US workers need to return to full work while employers sift through conflicting directives from multiple sources and an overwhelming amount of information.

Because Brenda is monitoring the situation constantly and can apply her years of experience to the scenarios playing out, this presentation is vital for you to stay ahead of the changes and to ensure your workplace is proactively maintaining expectations, communication and function.

As a result of the training you will be better equipped to effectively communicate your decisions regarding the operation of your business, and be able to lead, or assist leaders in the business, and to prepare the business for ongoing change.

Areas Covered in the Session:
  • Learn how to effectively and clearly communicate the issues surrounding the crisis with employees through company-wide communication channels and trained managers
  • Discover how to avoid the risks of miscommunication, hasty decisions made from ambiguity, and the spread of fear
  • What to say and what not to say during a crisis, managing your behavior, communication and leadership style
  • Have your specific questions answered regarding workplaces in crisis sand the future of returning back to our former operations
Plus more action steps and tips
Who Will Benefit:
  • Business Owners and Operators who employ under 500 employees
  • Novice
  • Experienced HR Generalists
  • Administrative Assistants
  • Payroll Staff
  • Small Business Administrative Assistants
Instructor:

Brenda Neckvatal is an award-winning HR professional and is often referred to as the "HR Force of Nature" by her clients. Not only does she help business leaders solve their most difficult people issues, she is a specialist in crisis management, government contracting HR compliance, and mentor to women in HR working as an HR department of one.

She started as an HR sprout after a solid fourteen year career in retail management. She really enjoys helping people solve their unique problems, and human resources offered her the ability to support her co-workers in a greater capacity. Having the benefit of working for a total of five Fortune 500 companies, she converted her experience into advising her audience to use tried and trusted best practices that help small businesses achieve their workforce goals.

In her 30 year career in human resources and business, she has consulted to nearly 500 small businesses and C-suite leaders. She has optimized employee effectiveness and helped mitigate the high costs that are associated with making hasty employment related decisions.

She has been involved with employee situations where they have engaged in workplace violence, a near stabbing, deliberately inciting fear in other coworkers, stalking women, breaches of protocol around national security, assault, suicide, death, homicide, and a potential active shooter.

Brenda is a devoted volunteer in the Navy SEAL Community and is constantly finding new ways of supporting veterans of Naval Special Warfare. She dedicates 32 weeks a year working with The Honor Foundation to support the career transition of Special Forces personnel by providing them with her knowledge, insight, and creativity.

Perseverance, integrity, and relentless optimism are just of the few of the ingredients that make up what you experience when meeting and working with Brenda.


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