8 Strategies to Support Employees During Global Conflicts

Global conflicts have unfortunately become common. Regardless of where you are located, it can impact your employees in different ways. The anxiety and stress of these wars and the resulting possibility can create havoc in the minds of some employees, eventually impacting their productivity. They might be concerned for their families, communities, or even their future at work. During such times, Human Resource (HR) leaders must step in, offering the support employees need to navigate these difficult periods.

In this blog post, we dive into practical strategies HR leaders can adopt to support employees amidst these global conflicts.

#1: Acknowledge the Reality

The first step is to acknowledge what’s happening. Ignoring or downplaying these situations can make employees feel isolated and unsupported. Be proactive in addressing these issues.

Here are some things you can do.

Send out a company-wide statement addressing the conflict, expressing concern, and reaffirming the company’s commitment to supporting employees during tough times.
Create a safe space for employees to discuss their concerns by organizing team meetings or one-on-one check-ins with managers.
Remain neutral on political issues while focusing on the human impact of the conflict.

#2: Provide Access to Mental Health Resources

Global conflicts can trigger anxiety, stress, and even trauma, particularly for employees with ties to the affected regions. According to a study by the World Economic Forum, 57% of people who are unaffected by war have reported that global events cause moderate to high levels of stress.

Prioritize mental health support to help them cope with these emotional challenges.

You can:

Offer access to Employee Assistance Programs (EAPs), which provide counseling and mental health services.
Partner with mental health professionals to conduct workshops on managing stress and anxiety.
Promote the use of meditation, wellness apps, and stress relief resources that are already part of the company’s benefits package.
Train managers to recognize signs of emotional distress and provide guidance on referring employees to the appropriate support channels.
Normalize conversations about mental health, emphasizing that it’s okay to ask for help.

#3: Increase Workplace Flexibility

Some employees may face disruptions in their personal lives, which in turn, can impact their work schedules. They may need to care for family members, deal with travel restrictions, or even relocate. For such employees, consider making work more flexible to ease these burdens.

Specifically,

Implement flexible work hours or remote work options, allowing employees to adjust their schedules as needed.
Review leave policies and consider offering additional time off, paid or unpaid, to those directly affected by the conflict.
Be mindful of performance expectations. Employees who are stressed or distracted due to global events may not be at their most productive. A bit of flexibility can help them regain their focus when they are ready.

The goal is to show employees that the company understands their situation and is willing to work with them during difficult times.

#4: Promote a Culture of Inclusivity

Global conflicts can amplify feelings of division, both inside and outside the workplace. Work to keep the workplace inclusive and supportive for all employees, regardless of their background or ties to the conflict.

Facilitate discussions about the importance of respect, empathy, and understanding during challenging times.
Encourage team-building activities that promote unity and a sense of belonging.
Be vigilant about potential discriminatory behavior or comments and ensure there are clear policies in place to address any form of bias.

#5: Encourage Open Communication

During global conflicts, employees may feel uncertain about their job security, especially if the company operates in or has clients in affected regions. Open communication can alleviate some of these concerns.

Make sure to

Regularly update employees on how the conflict is impacting the company (if applicable) and what steps the company is taking to ensure stability.
Create feedback channels where employees can share their concerns anonymously. This can help you gauge the overall mood in the workplace and address issues before they escalate.
Keep lines of communication open between employees and their managers. Managers should be trained to check in on employees regularly, offering support as needed.
Provide transparent communication to build trust and show employees that the company is committed to supporting them, even during turbulent times.

#6: Offer Financial Assistance or Guidance

In some cases, global conflicts may impact employees’ financial well-being. This could be due to economic instability in their home countries, higher costs of living, or even the loss of income from family members abroad. Provide financial assistance or guidance to help employees through these challenges.

Additionally, you can:

Offer emergency financial support or loans to employees directly affected by the conflict.
Partner with financial advisors to provide workshops or one-on-one sessions on managing finances during times of crisis.
Review the company’s compensation policies to ensure they are fair and sufficient to cover any increases in cost of living for employees based in conflict-affected areas.
Provide guidance and resources to make them feel more secure.

#7: Create Long-Term Support Plans

While handling immediate concerns during global conflicts, keep an eye on the long-term implications as well. Conflicts can last for months, if not years, so you need sustainable support systems that extend beyond the initial response.

To address the above,

Create a long-term plan for supporting employees affected by global conflicts, including extended mental health services, flexible work options, and continued financial support.
Regularly review and update company policies to ensure they are adaptable to new challenges as global situations evolve.
Monitor employee well-being over time, not just immediately after the conflict breaks out.
Strive to create a more resilient workplace that is better prepared to handle future crises.

#8: Encourage Employee-Led Initiatives

If you have large groups of employees who are affected by these conflicts, they may want to take action and help others, whether it’s through fundraising, awareness campaigns, or volunteer efforts. Support these initiatives by providing platforms and resources for employees to get involved.

You can:

Encourage employees to start grassroots initiatives, such as fundraising for affected areas or organizing donation drives.
Provide paid time off for volunteer activities or match employee donations to charities.
Highlight the positive actions employees are taking to build a sense of community and shared purpose.
Give everyone an opportunity to contribute to solutions during times of crisis.
Tap into your connections to provide logistical support for these initiatives.

Conclusion - Make a Difference During Times of Conflict

Global conflicts create challenges that can ripple into the workplace, affecting employees’ emotional, mental, and financial well-being. During such trying times, provide the necessary support to help employees navigate these difficult times. Encourage open communication, promote mental health, offer flexibility, and build an inclusive workplace culture, so employees feel supported, understood, and empowered, even in the face of global turmoil.

With the above strategies, make a meaningful difference in your employees’ lives during periods of global conflict.

‍