How to address concerns about gang violence and terrorist threats
Working life
Published
Do you have employees who are directly affected by gang violence? Does the societal situation create heightened anxiety and stress in your workplace? As an employer, you need to keep track of crisis routines and support your employees. Here are expert tips on how to do just that.
The current societal situation means that many organizations need to strengthen their preparedness and resilience. New types of ongoing and potential threats make it extra important to review and update crisis action plans. It is also important to support anxious employees and strengthen the cohesion of the workplace.
– In a crisis, it can be crucial that clear procedures are in place and that everyone involved knows what applies, says Anna Wickberg, Specialist Psychologist at Falck.
When procedures are in place, you can also inform employees that the workplace is prepared.
– Having leadership that is confident in what to do, has procedures in place, and communicates them clearly has been shown to positively impact organizations. Employees feel calmer when they know that management is prepared, says Anna Wickberg.
Anna Wickberg, Specialist Psychologist at Falck
Update your crisis action plan
If you want to review your crisis preparedness, the first step is to make a risk assessment. The goal here is to identify the risks that your specific business may face. Then, compare this against your crisis management plan to see if it covers most of the risks you might face. Examples of such events include terrorist attacks, threats to operations, or threats against individual employees.
It is also important that everyone who has a role in a crisis understands what it entails. Check if everyone is up to date on the plan and practice together. Research shows that preparation and practice increase the likelihood of following procedures.
– Think in the same way as in fire drills, the more ingrained it is, the smoother it goes during a real crisis, says Anna Wickberg.
Supporting individual employees
Whether your employees are directly affected or not, there is a lot you can do to address anxiety and take care of those who are struggling. In addition to informing them that the workplace is prepared and that procedures are in place, it is important as a manager to listen.
Think about what your group needs and what ways you can support them. If you usually work a lot at home, increased physical presence can make a big difference. You will get a better understanding of the work group if you meet them.
If your employees feel stress and anxiety, it is also important that you encourage balance and social activities and remind them of employee benefits such as wellness allowances and employee support.
Among the most important things you can do as an employer is to strengthen the cohesion of the group
Strengthen cohesion
Among the most important things you can do as an employer is to encourage activities that strengthen cohesion. For most people, socializing with others reduces stress. If the team feels secure together, they can also help support each other.
– Encourage team-building activities. Agree on a joint coffee break, wellness walk or other activity that does not cost that much but can increase well-being and cohesion in the group, says Anna Wickberg.
If there are ongoing conflicts, the risk is that they may increase or deepen when the group is under stress. Ensure they are resolved before they escalate. Seek help from HR or an external party if there is a more complex conflict within the group.
Expert tips for reviewing crisis routines
Risk inventory – sit together and brainstorm about different scenarios. Identify both ongoing and potential crises for the entire organization as well as for individual employees.
Crisis management plan – update the crisis action plan and ensure that there are clear procedures and roles.
Inform employees – ensure those who need to be informed are, and inform other employees that you have reviewed crisis preparedness.
Practice together – practice what applies in different scenarios you have included in your action plan.
Crisis train the management team – let the management team attend a crisis training so that they are confident in the different parts of crisis management.
Resource inventory – check that you have everything you need to handle crises. It can be gadgets, but also occupational health care and crisis support agreements.
Update family lists – make sure you have up to date contant info for all employees.
Strengthen group cohesion - show the group that you as a company care about the work environment and want the group to be well. Resolve any conflicts.
Get help – check with the union, FHV or crisis support provider or other specialists. It is easy to become home-blind.
