Guiding principles for a crisis response
- 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.
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