The news of conflict breaking out in the Middle East is a grave cause of concern for all.
From seeing images of destruction on the news and social media to reading reports of civilian casualties, it is understandable that the conflict weighs heavily on many people’s minds.
There may be some employees who are more directly impacted by the conflict than others and HR teams need to ensure that they are prepared to manage the situation with sensitivity and respect.
How might different employees react to global conflict?
The recent outbreak of conflict is by no means an isolated incident of global instability, but it does serve as a timely reminder that our interconnected world can be rocked by unthinkable tragedy at a moment’s notice.
Some employees may have friends and relatives who are currently in areas of conflict or who are afflicted by severe weather conditions and natural disasters.
As such, it is natural that they may be experiencing increased levels of anxiety and stress, especially if it becomes difficult to communicate with these loved ones.
If the worst should happen and a person connected to an employee is killed in another country, it may cause them more grief than a death that occurs in the UK.
This is due to there being challenges around travel that could prevent a person from attending a funeral or memorial service, which could act as a barrier to processing the loss.
Even employees who are not directly connected to a specific global conflict may suffer adversely as a result.
Seeing photos and videos of suffering can be psychologically distressing and this can have a negative impact on the mental health of those bearing witness.
How can HR teams help in times of global instability?
It may not always be apparent when an employee has connections to people who are experiencing the hardships of global conflict.
Instead, it is best to observe teams during these challenging times and be on the lookout for indicators of stress, anxiety or grief.
It should be made clear to employees that HR is operating in a supportive capacity during these difficult times.
Sending out clear messaging on the subject and updating HR policy can help struggling employees divulge the impact that global conflicts are having on them, when being the one to take the first step may feel too difficult.
If there are concerns about an employee’s performance during this time, it may be best to approach conversations with sensitivity to discern whether there is a reason for the decline.
HR teams will also need to refresh and monitor the bereavement policy of the company to ensure that it is sufficient for those impacted by global conflict.
