When it comes to major disasters such as hurricanes or wildfires—or even personal or family crises—business leaders must be prepared to respond at a moment’s notice. While considering how to safeguard their business, leaders must also consider how to help their employees as they navigate the hardships that have suddenly been thrust upon them. Even remote employers should have plans in place should any employees be affected by unfortunate circumstances.
To help, the members of Forbes Business Council draw on their own leadership experience to discuss the steps any business leader can take to support their employees during times of disaster or crisis, whether they’re nearby or leading from afar.
1. Prioritize Frequent, Supportive Communication
Leaders need to prioritize clear, compassionate and frequent communication. Employees need to know they are supported, both personally and professionally, so checking in regularly and providing flexibility can make a significant impact. Showing empathy and taking decisive action fosters trust and stability, even during an individual’s most challenging times. – Kevin O’Neill, Acertitude
2. Ensure Your Company Has A Financial Safety Net
A key lesson from past disruptions, especially Covid-19, is the need for financial preparedness. I set up a Crisis Emergency Fund to cover six months of payroll and expenses, investing in low-risk, liquid assets for stability. In fast-moving industries like AI and Web3, market shifts are unpredictable. A strong financial safety net ensures teams can focus on innovation without fearing downturns. – Cherry Sze, Seraph Studio
3. Implement An Open-Door Policy For Any Troubles They Face
Leaders can promote an open-door policy for both professional and personal matters. This encourages employees to speak up when they’re facing difficulties, establishing trust with leadership. Unbiased HR support, flexible time off and mental health and wellness resources are also beneficial. Recognizing employee dedication and providing support ensures they can recover and return stronger. – Pukar Hamal, SecurityPal Inc.
4. Make Sure They Know They’re Not Alone
Communicate daily. Be transparent about every detail. Most of all, be vulnerable. Let the team know how you are feeling, as doing so will reinforce the idea that your employees are not alone in this. – Lance Reid, Telcion Communications Group
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5. Provide Useful Resources And Guidance
Businesses should provide resources and guidance, as an employee might not know what should be done in such scenarios. A few things that might help are: 1. Dedicate a person (for small businesses) or a hotline (for big businesses) to help the employees and answer questions; 2. Partner up with therapists, as these situations have an impact on people mentally; 3. Partner up with housing companies. – Meenal Aggarwal, Groots Valuation LLC
6. Have Teammates Help With The Workload
Be understanding and have other team members take on the workload so the affected can focus on stabilizing their lives. It’s about people—if you take care of them, they will return the favor. – Kaimen Banda, EquityBright
7. Establish A Clear Crisis Response Plan
During challenging times, leadership is about being proactive and compassionate. I believe in establishing a clear crisis response plan, including open communication changes, financial assistance and mental health support. In my business, I always prioritize checking in with employees personally, offering flexible work options and ensuring they have the resources needed to navigate the situation. – Roxana Diaconu, ROXANA AESTHETICS CLINIC
8. Create A Culture Where Employees Are Treated Like Family
Building a family-oriented work culture is essential for any business. When team members are treated like family and genuinely support one another, they create a strong, collaborative environment. This bond becomes especially valuable during challenging times, ensuring that help and support are always there when needed. – Valon Nikci, Link NY Realty
9. Provide A Safe Space Through Connection
Build connection. First, leaders should acknowledge the gravity of the situation. They serve as a bridge between the crisis and the impacted employee, and must offer a clear path to vital resources like company support and hotlines. Most importantly, providing a safe space for human-led check-ins is vital to the enduring health of the company and its culture. – Rysa Pitner, Notion Strategies
10. Find Simple Ways To Keep Everyone In The Loop
When disaster strikes, the most important thing is to keep everyone in the loop and encourage employees to help each other. Set up a simple way to get info out, like a WhatsApp group with text alerts, quick updates and an emergency contact list. Knowing what’s going on and that you’ve got their backs makes a huge difference for employees in their ability to keep calm. Open and immediate communication is a priority. – Oleg Levitas, Pravda SEO Inc.
11. Reach Out Personally As A Leader
Lead with empathy and real connection. During a crisis, people don’t need perfectly crafted corporate responses—they need human connection. One step leaders can take? Reach out personally. Call, text, check in—not to talk about work, but simply to ask, “How are you really doing?” Then, listen. Hold space for their fears, their exhaustion and their reality. – Leyda Lazo, Human Capital Consultants International
12. Set Up Automatic Relief Triggers
During a crisis, employees don’t need empty assurances; they need instant, tangible support. Set up an automatic relief trigger—whether it’s preloaded emergency stipends, temporary housing partnerships or no-questions-asked paid leave. The companies that truly stand out aren’t the ones offering sympathy; they’re the ones who’ve already taken action before anyone asks. – Arpit Jain, SeoSets
13. Prioritize Everyone’s Well-Being And Safety
During the recent Los Angeles wildfires, I learned the importance of prioritizing the well-being of the team. Ensuring everyone’s safety, providing support and keeping open communication were critical. Transparency, empathy and a focus on both physical and emotional needs built trust and unity, allowing the team to come together and emerge stronger. – Cara Federici, The Madison Melle Agency
14. Ensure You Have Updated Employee Information And Resources
Communication is key during a crisis, so ensure you have an updated emergency contact list for employees and serve as a community bulletin board for information. Proactively build a roster of resources, agencies and government leaders to tap for assistance during a disaster so you’ll be able to connect those in need to services at scale, including shelter, meals, supplies and monetary assistance. – Sheryl Tulis, The Line Experience
15. Build In Operational Buffers And Support
Offer optional check-ins to discuss how the company can best support employees. Additionally, leaders should build in operational buffers so that those with urgent needs can temporarily deprioritize work without added pressure. – Hirohisa Yamada, First Mate Technologies
16. Quickly Mobilize Your Team To Help Those Impacted
Act quickly and intentionally. Assess your team’s needs and share the action plan across your organization. Then, mobilize to help the communities impacted. When the LA wildfires hit, our team took action—packing and delivering clothing while vetting and then supporting local, community-led organizations with boots on the ground. – Suzanne Lerner, Michael Stars
17. Give Them Time To Focus On What’s Most Important
In the immediate days following a disaster or crisis, it is best to give the employee paid time off that doesn’t affect their normal balance. Give them the time to focus on what is most important: their safety, home, family and community. It has been our experience that the impacted employee’s teammates will more than cover their daily tasks at work. – Ann Schlemmer, Percona
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