Originally published February 2020.
A Proactive Approach to Global Health Crises
The global response to sudden, communicable diseases like the coronavirus is often intense but reactive. While containment tactics are aggressive, a preventative strategy is often lacking. For businesses, this reactive stance is not enough when employees are stranded, quarantined, or unable to work.
Employers need established practices to protect and empower their workforce during widespread health threats. This requires moving beyond reaction and toward a thoughtful, strategic approach to employee well-being and business continuity.
5 Leadership Strategies for Managing Through a Pandemic
When a public health crisis emerges, leaders have an opportunity to build trust and demonstrate their commitment to employee safety. Here are five essential strategies for navigating these challenges.
1. Freeze International Travel
Routine international business travel presents an existential threat during a pandemic. In an era with multiple technological alternatives for meetings, the necessity of in-person stakeholder gatherings is rare.
- Action: Immediately suspend non-essential international travel.
- Opportunity: Use this period to assess the overall value, effectiveness, and efficiency of your international travel requirements.
2. Respect and Support Quarantined Workers
Employees who are quarantined upon returning from travel did nothing wrong and should be treated as if they are on medical leave. Their jobs and duties should be secure upon their return.
HR departments must demonstrate flexibility, as quarantined employees may be unable to complete standard leave-of-absence paperwork. If your organization provides paid medical leave, these employees should receive that compensation.
3. Enable Flexible Remote Work
Employees quarantined at home or in a facility may be able to continue working remotely. This can provide a sense of comfort and continuity for the employee while maintaining their contribution to the business.
However, leaders must be understanding. Quarantined individuals may be dealing with family health issues or other limitations. Communicate reasonable expectations clearly and early.
4. Prioritize Employee Health and Safety
Employers have a fundamental obligation to provide a safe workplace. During a virulent pandemic, this duty extends to protecting employees from risky travel.
- Cancel or postpone meetings, conventions, and other events in affected locations.
- Accommodate employees’ reasonable concerns about any required travel. While travel may be a bona fide job requirement for some essential personnel, managers must lead with empathy and accommodate fears, especially for employees with special considerations (e.g., pregnancy).
5. Send Sick Employees Home
As a disease spreads, employee fear can intensify. A supportive culture is critical. Employers should anticipate these concerns and act decisively.
- Prevention: Require and equip universal standards for hygiene and sanitation. Provide masks, anti-viral hand sanitizers, and clear health guidance.
- Action: Mandate that any employee reporting to work with flu-like symptoms be sent home to recover.
Rethinking HR Policy for Future Crises
Traditional HR policies focused on managing absenteeism are insufficient for pandemic threats. Global health events like Ebola, SARS, and the coronavirus demand that employers reimagine their readiness.
Now is the time to create and communicate flexible policies for leave, remote work, and workplace safety. Employees will look to their employers for understanding and protection. How management treats its people during a crisis defines the organization's culture and builds lasting trust.