Employee Management in Tough Times: Dealing with Personal Crisis

A personal crisis can happen to anyone, anytime in their lives. But when it happens to your employee, how do you manage them? Whether it’s family illness or a divorce, here’s some tips by Harvard Business Review to ensure effective employee management even when your staff is dealing with serious personal issues.

1. Look out for signs

Some employees may be too overwhelmed or embarrassed to tell you. If you suspect that something is wrong, or see an unexplainable drop in their performance or changes in their usual behaviour, it's time to have a talk with them.

2. Maintain an atmosphere of compassion in the office

Without it, even if you make yourself available, they may not proactively come to you for help or advice. A company that doesn't have a culture of care will not foster caring relationships beyond work matters.

3. Don’t pry, don’t become your employees' personal confidante 

Keep it professional, don’t ask too many questions about their problems, be caring not friendly. Remember that you are still their superior and colleague. If you have a personal experience to share that you think can help them, meet them outside of work.

4. Listen first, then suggest

Ask how you can work together to address their issues, use the word ‘we’ often to show solidarity and give them encouragement that they're not in it alone. Avoid the temptation to interrupt or dominate the conversation with your own experiences and perspectives.

5. Know what you can offer

Don’t promise something you don’t have the power to do. Check what’s possible in your company before committing. You could be tempted to offer some quick solutions or compromises, but always check with other stakeholders first.

6. Check-in regularly with your employee 

But do it while keeping their privacy in mind. You can send emails or drop by their desk to see how they're doing. Remember, don't be overly intrusive but do assure them you're looking out for them.

7. Consider how it will affect the workload

Call a meeting with colleagues who may or will be affected by the employee's absence or reduction of tasks, to get a clear idea of what to do next. And remember to reward those who’ve stepped in to help.

8. Be transparent and consistent

Other employees are watching how you treat their struggling colleague, so don't be sympathetic towards one and not show the same understanding to another. 

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