As tensions rise in Ukraine, now more than ever is the time to make sure your staff know about the wellbeing supports available to them, writes Moira Grassick.

With the crisis unfolding in Ukraine a source of concern for millions worldwide, employers will need to be mindful of the needs of employees from the impacted countries or with relatives and friends who may be in danger.

Equally important will be the needs of those staff members whom, although not directly impacted by Russia’s invasion of the Eastern European country, may also be experiencing heightened stress or anxiety at this time.

As with any personal or collective crisis, there are a few steps you can take to help and support your employees:

Communication

• Proactively identify workers affected by the crisis and issue company-wide communications outlining the support options available to them and the wider workforce. This information can be disseminated by email, intranet sites, notice boards, or through discussion at team meetings.
• Ask managers to check in on the wellbeing of their team members regularly. At times of crisis, it's essential to reach out to staff and let them know your support is there if they need it, either informally or via an employee assistance programme.
• Make sure your managers maintain regular one-to-one catch-ups with all team members. Such meetings give employees an important opportunity to discuss any problems they might be facing.
• Create a culture of support by communicating clearly to staff that their health, safety, and wellbeing is a priority for the organisation.
• Let them know how to go about accessing support, and signpost any wellbeing services you have in place.
• Encourage senior leaders to communicate all available supports to their teams. This will help to set the right culture and tone from the top of the organisation down.

Flexibility

• Where employees have friends or family members abroad, it may be reasonable to temporarily change work conditions to allow them to maintain regular contact. Helpful changes might include flexible start and finish times, more or longer breaks, and/or amended duties.
• Encourage employees to raise and discuss any concerns they may have, both in their professional and personal lives. This can improve staff satisfaction and motivation, which contributes towards increased employee productivity and higher staff retention.
• If an employee is affected by any crisis, they may be struggling to stay engaged and productive. You may wish to offer reasonable time off to help them manage.

Impartiality

• People with family and friends in Ukraine and Russia may be struggling right now, and it's important to recognise and support everyone impacted — politics should not be part of the workplace.
• Whatever a staff member discloses about their situation, management should remain supportive and non-judgemental.

With any crisis, an open conversation about mental health is the best approach to take. Trauma and crisis can have devastating implications if ignored, and recovery can be more easily achieved with open discussion and understanding.

By taking the time to create a culture of support and communication, employers can give their employees the best chance of recovery.

Moira Grassick is Chief Operating Officer at Peninsula Ireland.