Create A Crisis-Ready Workplace to Protect Employee Mental Health

“Workplace crisis readiness has become essential in today’s fast-paced and unpredictable environment. On top of protecting employees, customers, and your business, developing and implementing an effective crisis plan builds resilience and protects mental health in the workplace.

“Crisis-ready workplace” refers to how effectively an employer prepares team members for unexpected situations or crises. If not managed properly, such events can put employees’ physical and mental health at significant risk.

Below are just a few examples of the types of crises that can occur:

• An estranged partner arriving on company property with harmful intent

• An angry employee threatening violence

• Individuals with mental health concerns

Just because violence has never happened in your workplace does not mean it won’t, and ignoring a workplace crisis won’t make it disappear.

The worst time to prepare for a crisis is during one

The goals of a workplace mental health plan are to reduce the risk of mental harm and identify opportunities to promote mental health. A proactive approach to crisis prevention also supports this by preparing employees for the unexpected, equipping them to support early crisis intervention, and ensuring appropriate psychological services are in place. 

Below are some tips and strategies to help you assess risks, develop response plans, and train teams to foster a culture of preparedness, resilience and responsiveness. 

Why Is Crisis Readiness Important?

• Protects employees: A crisis-ready workplace ensures that employees’ mental and physical health are safeguarded during challenging times. Preparedness instills a sense of security, demonstrating that employee well-being is a priority. By de-escalating potential conflicts and offering immediate psychological support you will greatly reduce the risk of harm.

• Enhances productivity: Workplace crises can severely disrupt operations. A proactive approach enables teams to stay focused in the face of adversity. When your organization is prepared, you can work together to minimize workflow interruptions, maintain efficiency and recover quickly from setbacks. 

• Fosters resilience: Teams trained to manage crises are adaptable, resourceful and equipped to handle stress. Crisis readiness builds confidence, enabling employees to respond effectively to unforeseen challenges and bounce back stronger.

• Fulfills legal responsibilities: Employers have a legal duty to provide a safe working environment. Crisis readiness goes beyond compliance. It reflects a commitment to creating a space where employees feel protected and valued. Adopting robust safety measures can reduce liability in the event of a crisis.

• Mitigates financial risks: Being unprepared in a crisis can lead to significant financial consequences, including loss of productivity, legal fees and damage to property or assets. Crisis planning helps mitigate these risks, ensuring an organization is financially resilient.

• Promotes a caring culture: Being crisis ready fosters collaboration and trust among employees. When everyone understands their roles during a crisis, it creates a sense of unity and shared purpose, reinforcing teamwork and camaraderie.

Crisis readiness isn’t just about immediate survival; it’s about sustainability. Organizations that anticipate risks and act proactively are better positioned for long-term growth and success, setting a benchmark for industry excellence.

Get started creating a crisis-ready workplace with these five steps

1. Assess risks and vulnerabilities: Brainstorm a list of potential workplace crises (e.g., mental health concerns, angry or violent employee, work stoppage) based on sector and geographical location. Create a list of a minimum of 10 crises and evaluate each one on a scale of one to five based on your level of confidence that employees are trained and prepared to deal with them. You may want to scan these 20 crisis-ready articles to evaluate your organization’s preparedness.

2. Develop a crisis management plan: Develop a written plan outlining roles, responsibilities and procedures for crisis scenarios. Include operational policies and procedures.

3. Develop a crisis response team: Assemble a team with representatives from key departments and skills, assigning roles like communication lead, crisis intervention and support. (See below)

4. Provide crisis-ready workplace training: Ensure all team members are crisis-ready by completing training sessions, including crisis response strategies, and suggest the team practice and review the micro-skills taught in training.

5. Establish support systems: Make sure you have employee assistance programs and critical incident and peer support networks to ensure employees have access to mental health 

Build a Competent Crisis-Ready Team

A strong, capable, crisis-ready team is essential for effectively managing unexpected workplace challenges. 

• Diverse skill sets: Assemble a multidisciplinary team with expertise in key areas such as human resources, mental health, operations and communications. This diversity ensures that all aspects of crisis management, logistical, emotional and procedural, are addressed effectively.

• Comprehensive training: Provide regular and ongoing training in crisis management techniques, mental health first aid and de-escalation strategies. Simulate crisis scenarios and facilitate workshops to build confidence and prepare team members for real-life situations.

• Buy-in and leadership support: Leadership commitment is essential. Be sure to allocate resources to foster a culture of safety and support.

• Regular reviews and continuous improvement: Crisis plans should not remain static. Conduct routine evaluations of readiness and update protocols based on lessons learned, new risks and changes in the workplace environment.

• Clear communication channels: Establish well-defined protocols for communication before, during and after a crisis. This includes identifying key spokespeople, using reliable communication tools and ensuring information flows in an appropriate and timely manner to all stakeholders.

• Employee involvement: Involve employees in crisis planning to promote a sense of ownership and accountability. Encourage feedback, hold open discussions and provide opportunities for employees to participate in readiness efforts.

• Partner with external experts: Partner with external crisis management professionals, mental health experts or local law enforcement when needed. Their specialized knowledge can provide valuable guidance and support.

Being crisis ready is no longer optional. On top of protecting employees, customers and your business, being prepared simply makes good business sense. Organizations known for prioritizing safety and preparation are more likely to attract top talent and retain employees. A reputation for being crisis-ready demonstrates strong leadership, commitment to employee welfare and organizational stability — all qualities that appeal to prospective and current workers.

Get to know the authors – Dr. Bill Howatt