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Discover how HR leaders can strategically prepare, support, and protect their workforce before, during, and after natural disasters. From proactive planning to post-crisis recovery, partnering with workforce solutions experts like CXC can make a significant difference in maintaining safety, productivity, and employee well-being.
In recent years, the United States has witnessed an alarming rise in natural disasters, from wildfires to hurricanes and floods. As Hurricane Milton makes its way across Florida, HR leaders are faced with urgent questions about how best to prepare, support, and protect their workforce during these challenging times. CXC, a leading workforce management provider, has firsthand experience in building robust support systems that enable organizations to maintain productivity and support employees during crises.
Here's how HR leaders can take actionable steps before, during, and after a natural disaster, and how partnering with an experienced workforce solutions provider like CXC can make a substantial difference.
Before Disaster Strikes: Proactive Planning & Communication
Preparing for natural disasters starts well before they happen. HR leaders should develop and implement comprehensive risk management plans tailored to the specific needs of their workforce, including those working remotely or in high-risk areas.
What HR leaders can do:
1. Risk Assessment and Emergency Planning
Conduct regular risk assessments to understand the specific natural disaster threats facing each location. For companies with a dispersed workforce, it’s critical to map out potential risks and communicate emergency protocols specific to each region.
2. Create Communication Protocols
Set up clear, multi-channel communication plans that include email, SMS, and company intranet updates. Employees should know exactly how they will receive information during an emergency and whom to contact if they need help.
How CXC supports proactive planning
CXC experience managing contingent workforce programs, like the large-scale workforce project in Australia, shows how a global workforce management partner can prepare organizations for emergencies. In Australia, CXC worked with a large organization to establish resilient risk management processes, including tools for real-time communication and strategies to deploy alternative talent when access to sites was restricted due to natural disasters. By leveraging CXC’s support, companies can ensure they have well-structured disaster response plans and the infrastructure necessary to keep employees safe and informed.
During a Disaster: Supporting Your Workforce Through Rapid Response
In the midst of a natural disaster, swift action and responsive support are crucial. HR leaders should have a crisis management team in place, and resources ready to respond to employee needs immediately.
What HR leaders can do:
1. Provide Immediate Assistance and Check-Ins
Implement regular check-ins with employees who may be directly impacted by the disaster. Ensure that your employees have access to resources like temporary housing, mental health support, and financial assistance if needed.
2. Enable Remote Work Flexibility
For employees in areas facing extreme conditions, remote work options can be a critical safety measure. During Hurricane Milton, for example, companies should ensure that their employees in affected regions can work remotely or adjust workloads as necessary.
How CXC responds in emergencies
During the Australian workforce program, CXC quickly mobilized to support its clients and their contingent workers in high-risk areas. They provided on-the-ground assistance and flexible work arrangements, which proved invaluable in maintaining productivity and worker well-being. CXC’s expertise in supporting distributed workforces allows organizations to adapt quickly, helping employees transition to remote work when needed and offering essential support services, including coordination for temporary relocations and rapid response to any emergent needs.
After the Storm: Recovery and Mental Health Support
Once the immediate danger has passed, companies should focus on long-term recovery and resilience. This includes assessing damage, rebuilding where necessary, and supporting employees’ mental health as they process the aftermath of the disaster.
What HR leaders can do
1. Facilitate Access to Mental Health Services
Natural disasters can have long-lasting effects on mental health. Providing access to counselors and mental health professionals is essential to help employees cope with trauma.
2. Evaluate and Adjust Contingency Plans**
After each disaster, HR leaders should review and improve existing protocols to address any gaps in the response plan.
How CXC aids in recovery efforts
CXC’s commitment to supporting its workforce extends beyond the immediate aftermath of a disaster. In their work managing large contingent workforce programs, CXC has helped organizations conduct post-crisis evaluations, adapt response plans, and implement new best practices for future events. CXC also prioritizes employee well-being by connecting workers with mental health resources and flexible work policies, allowing affected employees the time and space they need to recover.
Building a Resilient Workforce with CXC
Natural disasters are unpredictable, but a strong support system and strategic preparation can make all the difference for businesses and their employees. With decades of experience managing diverse, global workforces, CXC understands the importance of agile response systems and robust communication channels.
Whether you’re ensuring the safety of remote workers or implementing flexible staffing solutions, partnering with CXC offers HR leaders the tools and expertise needed to navigate every phase of a disaster. In uncertain times, having a partner with experience and a proven track record can provide peace of mind and practical support for your most valuable asset—your people.
For more insights into workforce resilience and preparedness, visit www.cxcglobal.com.
Scott Aicher
President / Managing Director - North America
t. +1 800-588-0292 m. +1 720 935 8200
With a 30 year track record as a top executive in talent solutions, I work hard to bring strategic insight and a commitment to innovation. At CXC, my focus is on transforming global talent engagement through cutting-edge solutions that redefine value in partnerships. My mission aligns with the organization's: to empower employers and staffing firms to surpass their current capabilities and achieve new heights.
As President and a Board Member at CXC, the past year has been invigorating. We've challenged the status quo, leveraging diverse expertise in new business development strategies and customer relationship management practices to transition clients to more advanced, value-driven global talent solutions.
