When disaster strikes, here’s how HR leaders can support employees’ mental, physical, and financial needs.
By Maggie Mancini
Earlier this year, Los Angeles was devastated by several wildfires that swept across the county, killing 29 people and destroying thousands of buildings and structures. During the worst of the fires and now, as community members begin to rebuild, HR and business leaders are tasked with finding ways to support impacted employees as they navigate the challenges ahead. Greg Ward, certified financial planner and financial wellness think tank director at Financial Finesse, spoke with HRO Today about the impact of the fires and how HR and business leaders can help prepare employees for disasters and life-altering moments before they happen.
HRO Today: Following the devastation of the L.A. fires, how can HR and business leaders support employees as they navigate the difficulties associated with immediate financial needs, addressing mental well-being, and beginning the recovery process?
Greg Ward: The best thing HR and business leaders can do is recognize the emotional challenges and seek to bring calm to the storm. They should help employees filter through the sea of information and streamline access to employer, private, and public resources. For example, do they offer any benefits that could be useful for employees to take advantage of during this time such as peer-to-peer crisis support, mental health support, financial coaching or extra time off? If so, offering action-oriented resources like our Recovering from a Natural Disaster guide can help connect employees with relief and support based on their immediate needs.
Even if an employer doesn’t offer such benefits, they can share guides, resources, and communication from relief organizations in their community. Regardless, all communications with these employees must be succinct and prioritized, helping differentiate between immediate, intermediate, and long-term needs. It should consider the whole person, supporting emotional, physical, spiritual, and financial needs. When possible, business leaders should get personally involved in communications with impacted employees, being sure to offer access to humans and not just impersonal digital resources.
HROT: How can HR leaders proactively address disasters and prepare their employees before devastating situations occur?
Ward: HR leaders can emphasize and promote holistic employee well-being that addresses emotional, physical, spiritual, and financial needs. Emotionally, they can promote a sense of community and purpose through employee resource groups that share common values. Encouraging volunteerism and matching charitable contributions are examples of how employers can promote this sense of well-being. Other benefits such as meditation guidance, healthy living programs, gym membership discounts, and flexible holiday time off can go a long way to promoting physical and spiritual well-being.
Financial well-being can be enhanced by promoting short- and long-term financial freedom and security. Financial freedom includes having a handle on cash flow and debt, progressing toward financial goals, and experiencing little or no financial stress. Security includes maintaining an emergency fund, having adequate insurance coverage, and creating an estate plan.
HR leaders can help employees proactively prepare for disasters and devastating situations by offering financial guidance and benefits that support financial security. This includes access to unbiased financial coaches who can help employees assess their readiness for disasters and emergencies, along with benefits like emergency savings programs. It really isn’t enough however, to simply offer these benefits, but to encourage utilization through incentives, matching contributions, corporate promotions, peer-to-peer testimonials, and workplace influencers.
HROT: What strategies can HR leaders leverage to maintain communication with employees during emergency situations, particularly as it relates to benefits and other available resources?
Ward: We find the most successful HR teams have a communications hub with dedicated contact information, content, and resources to support employees impacted by the event. Information on how to access this hub should be pushed through normal communication channels, including digital and print media.
HR leaders should engage in direct contact with individuals known to be in affected areas to ensure their safety, and to connect them with appropriate resources as needed. Employers should give employees the ability to opt in to push notifications from this central communications hub, making them aware of updates as they happen.
HROT: How has Financial Finesse, as an LA-based company, provided support for its employees during these difficult times?
Ward: Financial Finesse is committed to maintaining close relationships with each employee, so when news of a situation like Hurricane Helene or the LA Wildfires breaks, we make direct contact with those that may be impacted. We offer emergency housing, transportation, food, childcare, and other immediate physical, emotional, and financial support, as needed.
Greg Ward is a certified financial planner (CFP) and financial wellness think tank director at Financial Finesse.
