In an ideal world, we wouldn’t need crisis communications, because everything would go well and people would all be happy.
that although the executive board will get big bonuses, most other
employees won’t receive a cent, in spite of record Nokia profits.
1. Plan ahead and be prepared
communicating far-reaching and emotionally difficult decisions while
under pressure. Effective employee communication is indispensable to
minimizing crisis-related damage.
2. Maintain ongoing dialogue
objectives if there’s already an ongoing and constructive dialogue with
your stakeholders long before a crisis occurs. Unfortunately, many
companies fail in this and also lack an issues-management program and a
3. Talk to employees first
external crisis-communication. Engaging in an honest dialogue with
employees fosters better understanding and employee support. It allows
for possibly unpopular yet necessary steps that leadership may have to
take to manage the crisis.
4. Eradicate uncertainty
a crisis and you may suffer significant economic damage due to, among
other factors, a lack of trust, low morale and the subsequent loss of
trained and dedicated employees.
5. Tackle employees’ concerns
on an ongoing basis. Because employees’ trust in management’s ability
to handle the crisis is crucial, even questions that seem unimportant
or inconvenient should be addressed.
6. Convince leaders on feedback
face-to-face meetings and two-way intranet-based communication. But the
best crisis communication strategy may not work if feedback isn’t
7. Involve senior management
rumors and panic, senior management must be involved in providing
distressed employees and managers with relevant information, guidance
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