| The Workplace in a World at War | |
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Susan M. Heathfield
In the aftermath of the attack on America, organizations are addressing issues of safety, security, sorrow, sensitivity, stress and staffing. Here are the conversations taking place in workplaces around the world. If you're not discussing these issues, maybe you should be.
Employers who are closest to the scenes of the attack and employers who lost employees are likely experiencing these issues with a greater intensity than others around the world. (See New York Hard Hit by Alison Doyle, About Job Searching Guide.) If your organization was affected by the slowing economy prior to September 11, the tragedy exacerbated the problems. Currently, the economy, the attack and the escalating war are seriously impacting people and workplaces. In an earlier article, When Tragedy Strikes..., I talked about actions leaders in workplaces could take to alleviate pain following the tragedy of September 11 or any tragedy co-workers might experience.
Information about the air strikes by the United States in Afghanistan and all other breaking news stories are available at Robert Longley's U.S. Government Information site at About. With the cooperation of other nations such as Britian, Germany and France, the war on terrorism will continue indefinitely and is certain to heighten the tension, sorrow, fear and concern in your workplace. The on-alert status of the entire United States will also heighten the tension in your workplace. In this environment, these are some of the issues you need to continue to address over the next months.
Employee Spirit and Sorrow
Employee response to the happenings in the world right now may range from numbness to grief to fear. As an HR professional or other workplace leader, you play a significant role in assisting people to deal with and recover from these emotions. First of all, recognize that this range of emotions is normal. Events such as the attacks on the World Trade Center and the Pentagon do not occur every day. It is normal for people to feel anger, fear, compassion and pain as they think about or continue to relive these events. Television and the news media, with the constant replay of the attack and the ongoing war on terrorism, provide unending repetition that can trigger emotional upset continuously.
This noted, employers can offer assistance. Employers with Employee Assistance Programs should make contact information available. You may want to schedule sessions where groups of people can meet with counselors from your program. One-on-one grief counseling is also an option employers can consider for people. The American Red Cross provides excellent materials about dealing with feelings, helping young children cope with trauma and dealing with the world when bad things happen.
Your investment in the emotional well-being of your employees will be remembered and appreciated long after the memories of the ongoing tragedy are dimmed.
Military Leave
The Society for Human Resource Management provides a comprehensive resource about
military leave for members. If you are not a
member, Federal employers can find guidance from the U.S. Office of
Personnel Management. Others will find sample policies at the University
of California or at the Massachusetts Institute of Technology.
In a survey of over 200 corporations conducted by the
National Business Travel Association (NBTA) last week, the majority (70 percent)
of corporate travel managers expect to see an upswing in business travel within three to six months. While 12 percent
anticipate recovery in nine months, 18 percent expect it to take 10 months or longer. Airport security and the safety of travelers is the key concern listed when asked what actions are necessary to build senior management support
and to convince business travelers to schedule a trip. The About Business Travel
site has ongoing information for business travelers. At the Techsmith Corporation, several employees requested and were granted
permission to stay home from a conference in the weeks following the attack. I imagine this scenario repeated itself in
workplaces around the world as people wanted to stay close to home and feared traveling.Business Travel
Honoring Diversity
During these stressful times, make certain that all employees are treated with dignity and respect.
Regardless of appearance, religion, national origin or beliefs, every individual is entitled to a safe, supportive work environment.
As an HR professional, stay in touch with employee groups that may be under subtle attack during these difficult times.
In a recent article, Mourning Needs Not Met, I
suggest that honoring diversity is best accomplished by allowing the diverse expression of beliefs and opinions at work. Watch for an upcoming
article in which a reader takes a different view. Next page >
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