The circumstances surrounding the recent outbreaks of violence and civil unrest developed hourly (let alone daily), and with the rapid-fire nature of modern media and social media channels, details will vary from broadcast to broadcast, leaving many in the workforce in confusion and fear.
Most do not know what next steps they should take and they are either paralyzed by fear, worried about their future or in the shock and denial phase of the crisis.
Having a plan that works for you and not against you 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 have entered new territory.
The events of the past several months are creating a constantly changing national condition which leave 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 remain calm 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 you should Attend:
If you are in a leadership position, experienced in HR or new to the Human Resources field need to put action plans in place, this presentation will help you to:
- Understand what needs to be included in an Evacuation & Shelter in Place plan
- Address concerns about the impact of training your employees on a plan without creating greater fear
- Prepare employees who are limited in mobility
- 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 welfare of your employees through a volatile crisis moment
- Address the business’ internal and external response to civil unrest 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 there is either an overwhelming amount of information and conflicting directives from multiple sources, or you don’t know where to start with a topic such as this. 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 make 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:
- How to start with a simple plan and move forward from there
- Cutting through the confusion of the OSHA Emergency Preparedness and Response guidance
- What every employer should be considering
- What part of your plan should you communicate to your employees
- Training your employees and actively engage their feedback
- How to support your employees after the crisis
- What not to say to employees
- Building critical relationships as part of your plan development
- How to instill a survivor mindset and increase the chances of survival with your team
- Provide additional resources on a state-by-state basis that are OSHA approved
Who Will Benefit:
- Business Owners and operators who do not have a dedicated security team
- Novice and Experienced
- HR Generalists
- Administrative Assistants
- Payroll Staff
- Small Business Administrative Assistants
Brenda Neckvatal is an international award-winning HR professional and two time Best Selling Author. Not only does she help business leaders get the people side of their business right, she is a specialist in crisis management, government contracting HR compliance, and mentor to rising entrepreneurs, business leaders, HR champions and professionals.
Brenda has been featured in Forbes, Fast Company, Inc, as well as US News and World Reports. 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 more. Having the benefit of working for six 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 combined 30-year career in human resources and business, she has consulted with over 500 small businesses and C-suite leaders. She has optimized employee effectiveness and helped mitigate the high costs 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 to 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 a few of the ingredients that make up what you experience when meeting and working with Brenda.