As companies extend their reach across the globe, more and more employees are finding themselves jet-setting to various countries for work. But what happens when an employee becomes stranded in a foreign nation due to unforeseen circumstances, such as geopolitical upheaval or a global pandemic?
The uncertain realities of working abroad have been thrust to the forefront recently due to the continuing effects of the COVID-19 pandemic, forcing many human resource (HR) departments to maneuver complex terrain to ensure the safety of their stranded workforce.
The ongoing pandemic has also coincided with a period of high volatility in the Middle East. The combination of these two situations presents an enormous challenge for companies with employees stranded overseas.
One extreme case featured in recent online coverage involved an employee stranded in the Middle East for over seven months due to COVID-19 related travel restrictions. The HR department of the company was thrust into unanticipated crisis management to address the employee’s wellbeing and job responsibilities while negotiating a safe passage home.
During these trying times, HR professionals are recommending a commitment to open communication, clear information dissemination, and employee support measures.
Communication Is Key
HR experts stress the importance of communication. The biggest fear for many stranded employees doesn’t stem from what’s happening to them as much as the fear of being forgotten by their employers.
„Companies should maintain regular contact with the stranded employee, ensuring their physical and mental welfare is prioritized,“ says HR consultant, Beatrice Smith. A comprehensive multinational crisis management plan should always have provisions for regular communication with stranded employees – from weekly check-in calls to daily updates on contingency actions.
Clear Information And Advice
HR departments need to ensure that stranded employees have access to clear, accurate, and updated information. This could encompass information on emergency services, consular assistance, local compliance norms, or even travel updates. The goal is to empower employees to make informed decisions about their own safety and welfare during these emergency situations.
Employee Support Measures
HR departments are in a unique position to influence and institute employee support policies at the corporate level. During unforeseen crises, financial support emerges as a critical factor. Companies should ensure stranded employees aren’t burdened with additional costs due to extended stays, emergency medical expenses, or sudden repatriation costs.
Psychosocial support also carries immense value. Stranded employees are likely to face acute stress and it’s critical that there are measures in place for mental health support. This may entail remote access to counseling services or wellness programs.
“HR departments should view these support measures not just as duties, but opportunities to instill trust and bolster employee morale,” says Smith.
Crisis Management And Preemption
While companies scramble to adapt to unexpected crises, HR professionals also see the need for studying these situations to preemptively strategize. This includes constructing robust global mobility policies, instituting crisis management teams, and partnering with international health and safety organizations.
Companies today must address stranded employees with sensitivity, preparedness, and commitment. The role of HR is pivotal in sourcing solutions and managing these challenges. This period of uncertainty can serve as a learning curve for many organizations, bringing to light the essence of global mobility and the value of robust HR infrastructure.
Ultimately, the current scenarios underline the pertinent need for compassion, empathy, and action to support employees in high-pressure situations, cementing the case for comprehensive HR strategies in modern corporate ecosystems.
Original Source: https://www.personneltoday.com/hr/my-employee-is-stranded-in-the-middle-east-what-can-hr-do/
