STAT OF THE DAY

WorldatWork’s “COVID-19 Quick Polls” survey of 267 organizations found that 65% are not planning on offering extra pay to employees required to work on-site, but instead will provide perks such as meals and daycare options. Nine percent have nothing planned and 26% are planning to provide hazard pay. – WorldatWork Report

COVID-19 UPDATE

• At the time of reporting on Wednesday, The New York Times reported at least 397,000 cases in the U.S. and at least 12,000 deaths. Bing’s COVID-19 tracker reported that the number of cases in the U.S. reached more than 400,000 and fatal cases were at least 12,905. NPR reported that death rates will start peaking in the U.S., including in hard hit states like New York, which should see the peak tomorrow, April 9.
• Robert Redfield, head of the U.S. Centers of Disease Control and Prevention, says that the death toll could be lower than predicted thanks to social distancing efforts. Speaker of the House Nancy Pelosi and Minority Senate Leader Chuck Schumer are pushing for $500B more in aid.
• Markets are up again, a bump some attribute to Bernie Sanders ending his campaign for the presidency. The Trump administration is working on plans to reopen the economy coupled with more rigorous coronavirus testing, per Bloomberg.

Disruption from COVID-19 means you must adjust your expectations for employees. Here are some ways you can accommodate the needs of workers who are juggling childcare, remote work and other hurdles during the current crisis. One top tip: The best place to start is to get organized yourself.

Here’s how engineers are adapting to remote work. One company shares its takeaways on staying connected with crucial team members in this case study. See all the ways you can adapt your workflow to stay on track and keep employees safe.

Take extra care when sharing layoff news virtually. Many companies have to furlough or layoff workers, all while being unable to meet in person because of the COVID-19 pandemic. Here are some important do’s and don’ts.

Virtual parties have become a lifeline for employees. Whether it’s a happy hour, dance party or other meeting, virtual community is essential for many offices. One company went one step farther, developing a virtual version of beer pong for employees in an event it titled “March Sadness.”

COVID-19 is taking a toll on employee mental health. Make sure you provide resources and a safe environment for your workers to process the anxiety and fear sparked by this crisis. Think about how you can protect workers who want to come forward from negative consequences from their speaking up.

Tesla targets May 4 return in email furloughing workers and cutting paychecks. The electric car company says it expects to resume operations next month, but carefully outlined necessary measures until then, including furloughs. If your organization is facing similar choices, offer as much information as possible, but avoid giving false hope. Only time will tell if Tesla can indeed resume in May.

Focus on authenticity when programming community service initiatives. The current crisis has many organizations looking for ways to give back and support people in need. However, you don’t want to seem opportunistic. Here are some ways to ensure you toe the line.

In COVID-19 response, consistency is key. Trader Joe’s has suffered as employees report varying messages and plans to adjust to the health crisis, in part a reflection of the grocery chain’s decentralized command structure. Its struggles are a reminder that a positive reputation (it had been widely-recognized as an exemplary employer) can be quickly damaged in a crisis.

What comms tactics are appropriate during the current crisis? Can you still pitch reporters? Should you go dark on social media? Here’s what one pro sees as some important guidelines for operating in this media climate.

Make sure to stress how all employees are treated equitably. American Airlines is facing blowback for a plan to offer senior flight attendants the option to shelter in place at home and force to junior staff to crew the fewer flights still in operation. When possible, make sure to address issues of fairness in your communications about new workplace guidelines.

Virtual Conference Alert

Join us for Ragan’s Internal Communications and Culture Virtual Conference April 21-22 to learn how you can connect dispersed workers and unite your organization in the face of unprecedented disruption.

Join our Crisis Leadership Board

Ragan’s Crisis Leadership Board is the resource you need before, during and post-crisis. As a Board member, you have access to all back issues of this newsletter, we well as research, data, case studies, checklists, tip sheets, articles and other resources, plus a peer to peer discussion board and an all-access pass to the annual Crisis Management Conference.

Sponsorship/Advertising Opportunities

Contact Hannah Lavelle at [email protected] with sponsorship and advertising inquiries.

Pitch Us

Have a great story to share about crisis communication or your own take on current best practices? Contact Editor Ted Kitterman at [email protected].

Sign Up

Subscribe to Ragan’s Crisis Daily newsletter today!