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Monday, May 4, 2009 |  |
Swine flu: What your employees need to know now (and next)
Information (and misinformation) about H1N1 (a.k.a. swine) flu spread quickly last week, causing confusion and concern. With the situation changing almost daily, what should you say to your employees about the H1N1 flu to keep employees safe, calm and focused? Here are some tips:
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Link to the experts, but don't duplicate expert information. Global, national and local health organizations all have accurate, updated information available on their web sites. Don't duplicate this content for employees; just provide easy access. Here are some sites to link to:
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1. Keep employees informed about the organization's response.
Employees want to know how the organization is responding to developments, especially those that represent a change in policy or practice. For example, during the SARS epidemic, many companies tightened travel restrictions. Ensure that employees know the latest developments, and what the implications are.
2. Emphasize "what this means to you" and "what you need to do."
Although this is always a best practice, it's especially important now. Help employees to understand the impact on their work and to them personally, and clearly define action steps.
3. Make information available, but only push communication when it's really important.
Use your intranet to frequently post and update information about the swine flu, but push e-mails only when the organization is taking action that affects employees. The frequency and tone of the communication should match the severity of the situation.
4. Prepare leaders and managers to deal with the situation and to demonstrate compassion.
Leaders and managers need to be visible, connecting with employees and answering questions. Hold interactive briefings with leaders (VPs and above) and managers, verifying they have the information they need and that their questions are answered. Further, coach leaders to acknowledge the seriousness of the situation and express concern for employees' well being.
5. Answer employees' questions.
Set up a question process to help manage the rumor mill. Use social media tools for this purpose: an internal Twitter page, a blog, a wiki or even a simple message board. Remember that just the process of asking a question and getting an answer (even if the answer is "We don't know") helps manage people's anxiety.
