Disruptive events can create a ripple effect within an organization. There’s no such thing as “business as usual” when an employee is dealing with an accident, a natural disaster, or a death in the family.
In those situations, employers and managers face their own difficulties: how do you manage productivity while giving your employees the time and support they need to process their situation? Here’s how to find the right balance between what’s best for the company and an individual employee.
Coordinate Volunteer Efforts
Part of an employer’s responsibility is protecting the privacy of its workforce. Depending on the size of an organization or the scope of the disaster, co-workers may already know and want to help. But many executives are correct to be cautious about how to proceed. Initiating a collection can lead to a perception of favoritism and could make other employees feel obligated to contribute since the request comes from management. However, there’s nothing wrong with allowing co-workers to “pass the hat” for each other. Providing employees with the opportunity to support one another helps reduce the feeling of selflessness others might feel and promotes a sense of community at work.
Provide Recovery Assistance
Depending on the magnitude of the situation, an employee collection might not be enough. That’s why many companies have employee crisis funds that provide financial assistance after a disaster. And, the IRS has existing guidelines to make the funds tax-deductible to the donors and tax-free for the recipient.
Internally, it’s crucial to establish a policy outlining eligibility, like extensive medical costs, funeral expenses, a house fire, or another emergency outside an employee’s control.
When it comes to the workplace, there are several ways employers can help their staff in need. It’s important to start by creating a culture of philanthropy and community within an organization. If creating an employee crisis fund is something that makes sense for your company, Boris Benic and Associates can help.