• Part of the response is to hold performance and growth check-ins to acknowledge the contribution each employee is making and help them manage their longer-term professional goals.
• Err on the side of overcommunicating. Create a communication plan and be consistent. E.g., a daily email from the heads of each unit, or video messages from the CEO. Share even the bad news, to prevent employees from inventing their own stories to fill the void.
• Keep a tight feedback loop. Know how your employees are coping, how their work is affected, and how they think leadership can help.
• Be mindful of the resources you're consuming. Don't consume additional masks, disinfectants, and other supplies that hospitals need.

Be proactive in asking employees how they're doing and what's holding them back. That way, you will know you're responding in the right way at the right time.

• If you don't have information from staff, start with a comprehensive survey. Find out if they have an appropriate workspace and reliable internet access at home.
• Do they also care for children? Parent? These can have a psychological impact.
• Inquire about their emotional state. Do they feel connected to their team? Are they lonely at home?
• Try to get a view of their ability to collaborate with teammates effectively. Video calls and virtual whiteboards may be a steep learning curve.

An employee-driven approach lets you change policies and practices in a way that is informed by data and not a gut feeling.

You may never get a holistic understanding of your company's health unless you have a conversation with your employees. They will know how you cared for them and made them feel. In turn, that will inform how engaged they are in the long run.