Business Education

How to Support an Employee Going through a Crisis

One employee’s personal crisis can become a big problem for your business in an instant. That’s unfortunate and even inconvenient but it can easily become a reality. (Especially during a time of disruption, caused by a global pandemic and subsequent shutdowns and re-openings.) When employees return to work — or continue to work through such turbulent times — crisis can manifest in various ways. When it affects an employee, it can likewise have a substantial impact on your business.

Crisis Comes in Many Forms

We’ve all heard the statistics and figures about the toll the lock-downs have taken. Drug use and overdoses are at historic highs. Depression runs rampant. Job losses are also a huge problem and with those losses, undue financial pressure. Then, there’s just the matter of separation of family members and close friends from one another.

We all have life events that distract us from work from time to time — an ailing family member, a divorce, the death of a friend. You can’t expect someone to be at their best at such times. But as a manager what can you expect? How can you support the person to take care of themselves emotionally while also making sure they are doing their work (or as much of it as they are able to)? —Harvard Business Review

The divorce rate is also expected to spike when all the data is calculated. Plus, births have actually fallen — not risen — as formerly expected. The point is crisis comes in many forms and can emerge in any one (or more) of your employees’ lives. When this happens, it can have a profound effect on your business.

Ways Businesses can Deal with an Employee in a Crisis Situation

Fortunately, there are ways businesses can deal with an employee in a crisis situation. Nearly regardless of the circumstances, you can help your team member get through and stay a productive part of your company. Here are some of the most effective strategies to help employees cope with personal crisis:

Encouragement. Okay, let’s begin with an obvious need — being supportive. Offering your support and encouragement can do a lot — a whole lot — for someone experiencing uncertainty and anxiety. A few kind, supportive words occasionally can have a really big impact on his or her attitude, work quality/quantity, and more positives.
Incentives. Another way to help an employee in a crisis is to reward them with incentives. Just a small reward can help lift up a person’s spirits in profound ways. If you can find the right rewards, they will indeed big a real return on investment.
Flexibility. Of course, offering him or her the flexibility they need will also do a lot for their mental and emotional health. By letting them customize their schedule and offering a combination of work-from-home and on-site, you can help them get through a very tough time.
Contingencies. An employee experiencing a personal crisis might not be able to maintain a routine schedule. If you are confident this will only last for a short amount of time, you can have someone else step in and take some of their workload.
Referrals. Unfortunately, not every situation will come to a positive end. Some crises are just too much and result in having to let an employee go or accept a resignation. If this happens, you can always offer a referral to help him or her to help them secure a new position.

What other suggestions do you have? Please take a few minutes to share your own thoughts and feelings so that others can benefit from your experiences and perspective! Interested in learning more about business? Then just visit Waters Business Consulting Group.

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Thinking of Hiring a Family Member for Your Small Business? Here’s Why You Should Think Twice

August 25, 2023 No Comments

Bringing family members into your small business might seem like an appealing idea, often driven by the desire to strengthen family bonds and keep the business within the family circle. It very much seems a win-win situation. At least, on first thought. However, this decision merits careful consideration. While there are undeniable advantages to hiring family, there are also potential pitfalls that can impact both personal relationships and business success. So, read on to explore the pros and cons of hiring family members in your small business. Pros of Hiring Family in Your Small Business There is certainly no question that hiring one or more family members comes with a few enticing benefits. (You can probably think of a few right off the bat.) Here are some of the biggest advantages to bring a family member on board your small business: Shared values and loyalty. Family members usually share your values and vision for the business, resulting in loyalty and dedication. Family members are more likely to be invested in the success of your business than non-family members. They’ll be more likely to work hard and go the extra mile to help the business succeed. Trust and reliability. Family bonds often translate into greater trust and reliability, reducing concerns about employee dishonesty. Plus, you know their strengths and weaknesses, their work ethic, and their commitment to the family. This can make it easier to trust them with important tasks and responsibilities. Flexible work dynamics. Family members might be more willing to work unconventional hours or take on varied responsibilities, contributing to the business’s flexibility. Additionally, hiring a family member can save you money on labor costs. You won’t have to pay them as much as you would a non-family member, and you may be able to arrange a more novel pay structure or compensation package. Another benefit is their personal knowledge of family dynamics. Family employees often understand the nuances of family dynamics, which can be quite advantageous in managing the business together. Cons of Hiring Family in Your Small Business Obviously, as with anything else, working with one or more family members can cause a few headaches. While the good can easily outweigh the bad, there are some things you should think long and hard about before hiring family to work in your small business: Blurred boundaries. Lines between work and family life can blur, leading to conflicts and stress that spill over into both realms. Working with family members can create conflict, especially if there are personality clashes or disagreements about how the business should be run. This can damage your personal relationships and make it difficult to work together effectively. Lack of objectivity. Family dynamics can hinder unbiased decision-making, potentially leading to poor business choices. When you’re working with family members, it can be difficult to be objective. You may be more likely to give them preferential treatment, even if they’re not the best person for the job. Creating unfair perceptions. Non-family employees might perceive favoritism or unequal treatment, affecting team morale. What’s more, it could involve limited skill diversity. Relying solely on family for expertise might limit the diversity of skills in the business. The decision to hire family members in your small business requires careful consideration of both the benefits and challenges. While shared values, loyalty, and trust can be advantageous, the potential for blurred boundaries, lack of objectivity, and conflicts should not be underestimated. Navigating this dynamic successfully requires a balance of clear communication, well-defined roles, and professionalism. Before extending a job offer to a family member, weigh the pros and cons, assess the potential impact on both your business and personal relationships, and establish strategies to manage challenges that might arise. By doing so, you can make an informed decision that serves the best interests of both your small business and your family ties. Interested in learning more about business? Then just visit Waters Business Consulting Group to learn more about us and the services we offer.

How to Deal with Employee Ghosting

July 15, 2018 No Comments

Employee ghosting is a scary situation. It’s spooky because it’s so awkward and strange. If you haven’t heard about employee ghosting, you’re certainly not alone. Although, it’s a trend which appears like it’s on the rise. Basically, this is a workplace phenomenon born from personal relationships in this day and age or IRL. (That’s In Real Life — BTW or By the Way.) And, it’s possible you might just face this particular scenario. So, it’s best to err on the side of caution and take proactive measures to limit the fallout. Employee Ghosting Explained Before we get to how to deal with it, let’s first explain employee ghosting. It’s simply when an established team member, a new employee, or a fresh hire doesn’t show up, without notice or any forewarning. It’s actually a practice that’s been present in the dating world for quite some time. One person simply up and disappears, without any indication. Poof. All communications are cut off, all of a sudden. In fields ranging from food service to finance, recruiters and hiring managers say a tightening job market and a sustained labor shortage have contributed to a surge in professionals abruptly cutting off contact and turning silent–the type of behavior more often associated with online dating than office life. —Inc.com This has found its way into the professional workplace. And, it raises a number of concerns. Of course, the first is being a person short. Then, there’s the matter of reconciling or trying to make sense of a nonsensical move. Moreover, it makes your team members wonder just what the ghost knows they don’t yet know themselves. In other words, just what reason could cause a person to up and disappear? How to Deal with Employee Ghosting Now, let’s get to dealing with employee ghosting. After all, if it does happen, you certainly don’t want to be caught totally off guard. Here are some helpful suggestions for how to deal with employee ghosting: Create a backup plan. At some point, you’re going to deal with a sudden change that comes out of nowhere. So, it’s best to have a plan in-place. Get with one or more team members and create a backup plan that’s reasonable and actionable so it can be implemented, if necessary. Be prepared to reward. Of course, if someone doesn’t show up, someone else will have to shoulder the load. Which means they’ll have to work more. Make it worthwhile by rewarding them appropriately. A gift card, an extra paid day off, or a bigger bonus. Create a high trust culture. When employees call in sick or they are late, handle this professionally and according to your policy with consistency, but don’t make a mountain out of a mole hill. The same is true with employee mistakes. Be careful to react negatively or to belittle an employee who has made an honest mistake because these negative acts cause employees to not disclose the truth and hide their mistakes … even not showing up for work for fear of retribution. A safe and healthy work environment with open communication helps to foster high trust in the work place. Formulate a way forward. You can’t just rely on a temporary stop-gap solution because it isn’t tenable. You’ll need to formulate a plan for how to transition and proceed in a way that isn’t too interruptive. Stay calm and breathe deep. It’s an unfortunate situation and an uncomfortable one, just like when you have to tell your employees you’ve fired someone. But, you can make it past the setback. Start by remaining calm. Take a deep breath and handle it coolly. Have you experienced this strange trend? How do you deal with it? Or, what other suggestions do you have? Please share your thoughts by commenting! Interested in learning more about business? Then just visit Waters Business Consulting Group.

Strategic Secrets to Build a Networking Group That Unlocks Real Opportunities (Not Just Referrals)

March 28, 2025 No Comments

When someone starts their first business, they do what every entrepreneur is told to do—join a networking group.