Greif, Inc. [NYSE: GEF]

Bala V. Sathyanarayanan

Bala V Sathyanarayanan is a recognized thought leader, sought-after speaker, and respected Fortune 500 C-Suite Executive. Bala currently serves as Chairman and Board Director for Balmer Lawrie–Van Leer Limited, a public industrial manufacturer in India. In addition, he serves as a Board Director on the board of Columbus Council for World Affairs, an education-driven Columbus, USA-based organization. Bala also serves on the board of the Center for Executive Compensation in Washington, D.C. Bala is an NACD Certified Corporate Director with a passion for advancing the highest standards of boardroom excellence.

Human resources (HR) are the backbone of every successful business. It is not just a department but a core function responsible for everything else in the company. The core role of HR is to deliver a workforce that can help execute the organization's business strategy. If done right, this function helps propel an organization's success. Furthermore, it is up to you as an HR leader to ensure that your employees are healthy and engaged, resulting in better performance overall—a win-win for all key stakeholders.

So, what does leading during uncertainty mean? You have an important role as an HR professional when times get tough—and they certainly will, as we have seen in just the last couple of years! It would help if you handled change and uncertainty with grace and poise. It is one thing that separates great leaders from those who crash and burn under pressure; great leaders know how (and when) to adapt their plans according to current circumstances.

The HR department also plays a key role when companies need to make tough decisions during times of uncertainty. During these times, HR must take ownership of updating current employees on what is happening in their company and proactively dealing with any rumors.

However, in more extreme cases like the recent mass shootings, geo-political challenges, natural calamities, etc., HR professionals must step up and become leaders within their organizations during this stressful time. Not only must they provide support for adversely impacted employees, but they also need to lead everyone through the recovery process and deal with other issues related to how these events will impact your business operations as we advance.

In times of uncertainty, HR is critical to keeping your company's most valuable resource-your people-engaged, informed, and aligned.

Your HR department should be in the trenches with you when a crisis or uncertainty strikes. Equally as important as doing everything possible to protect and keep employees safe, it is also critical for HR to communicate what is happening and how the company will respond to all stakeholders. In other words: use all available resources to their fullest potential by giving them information that can help keep them safe and engaged at this time of uncertainty.

HR needs to be a leader amid this crisis.

In times of uncertainty, HR needs to be a leader in your company. The first people affected by a crisis are usually the employees, so you must ensure they have all the information they need about how their benefits might help and what policies will change. You also want to create an environment where people feel comfortable sharing their concerns with you; if things get tense among your employees, let them know there is someone on-hand who can help them through this difficult time.

“Leadership is not position or privileges, titles, or paygrade. Leadership is a responsibility, and it is HRs for the taking”

Leading human resources during uncertain times begins with creating an action plan upon learning of a crisis that will affect the company and its people.

While this is a big topic, your action plan during uncertain times at a minimum should include the following steps:

• Determine if any employees may be affected by the crisis or have concerns about job security. Employees impacted must be engaged as appropriate, and their leaders coached to handle the challenges with the needed care.

• Develop an emergency communication method for reaching your employees so you can keep them informed about the status of their jobs, performance expectations, benefits, etc., throughout the crisis.

• Determine what actions will need to take place immediately upon learning of a crisis (such as sending out payroll checks while employees are handling an emergency). Your plan needs to outline actions before a crisis occurs so you can avoid mistakes later down the road once emotions run high.

• Determine if appropriate communication has been provided regarding flexibility for work location, providing career development and clarity in growth opportunities.

Net-net

Knowing how to lead human resources during uncertain times is essential. You cannot let your employees feel uncertain about their futures and jobs. To do this, you must first understand their needs, drives, motivations, skills, ambitions, et al., and what they need at any given moment. A critical element is communication and keeping employees informed of the latest developments on an ongoing basis so they do not feel like they are being left out of the loop. Finally, ensure everyone knows where they stand within the organization's operating model so that no one feels they are being treated unfairly or unjustly because of something outside their control, such as a global economic downturn or other challenges. 

While uncertainty can be challenging, being prepared to handle any eventuality is a good first step to facing things head-on! Ultimately, leadership is not position or privileges, titles, or paygrade. Leadership is a responsibility, and it is HRs for the taking.