Crisis Management: Use these examples for setting employee performance goals. Help your employees master this skill with 5 fresh ideas that drive change.
Crisis Management is the application of strategies that are designed to help an organization deal with a sudden and significant negative event.
Crisis Management: Set Goals for your Employees. Here are some examples:
- Have a plan to protect any individual who may be endangered by a crisis, ensure the company survives and the key audiences are kept informed
- Be as open and transparent as possible when addressing the key audiences in order to help stop rumors
- Maintain an informed workforce in order to help ensure that the company's operations continue to flow as smoothly as possible after a crisis
- Issue updated action plans, new developments, and summary statements early enough in order to prevent rumors from filling the gap
- Establish a social media to monitor, post, or react to social media activity during the crisis period
- Make a list of day-to-day activities in order to keep track of daily tasks and avoid distractions
- Use multiple sources to gather and assemble key facts of the incident in order to avoid confusion and uncertainty
- Conduct investigation systematically and employ a structured problem-solving technique in order to provide a controlled path towards resolution
- Create simple diagrams in order to clearly communicate to outsiders and help align employees to various activities being worked on
- Stay focused on the right resolution and avoid taking shortcuts that could only result in more trouble
Crisis Management: Improve and master this core skill with these ideas
- See things as they are. Strive to recognize events and significance without shying away from the consequences they bring. Take time to evaluate keenly whatever is presented to you to be able to make a sound judgement. Learn, understand and implement intellectual integrity for best decision making that will be in agreement with the company's policies and regulations.
- Strategy and detail. Strategy and detail show the big picture. Details must be keenly observed before a policy is set. Once these details are passed as acceptable, they should quickly be developed as a detailed strategy to be used by the company. This process enhances the ability to treat all employees as required by the employment law.
- Decisiveness. Taking ownership of the solution is decisive. A decision that is right shows strong leadership and is followed by many. When management makes a decision that influences the employees it is important to ensure that consideration, of relevant, valid ethics and values, are considered. All stakeholders should be involved in decision making to ensure there is inclusive of all parties. They need to make sure that organizational policies and regulations are followed keenly tirelessly, and the effectiveness of the decision reached out implementable.
- Keep calm, courageous and confident. No matter the pressure around, chose to remain even tempered. When tensions rise, there is a tendency to get angry and speak words that might fall short of the company's policies. This should be avoided at all cost, remember people are watching you and how you react. Don't let yourself to be caught off guard.
- Handle the crisis face to face. Crisis often brings the manager face to face with lots of many situations. Questions that need answers rise, viewpoints from different individuals ought to be addressed when handling the crisis. Gathering data from people allows you to find out more information and helps you handle the crisis somewhat. Do not attack the other person when you are trying to handle any crisis; you are there to calm the situation down not to destroy relationships.
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