HR Florida and Doing the Right Thing
SteveI am attending the HR Florida State Conference and Expo and participating on the second annual HR Florida blogger panel later today. Huge thanks to the HR Florida team for inviting me to attend and be a part of the show.
The first session I sat in on was called the 'ROI of Compassion' presented by Lisa Murfield. Lisa shared the story of United Bulk Terminal, a small Louisiana employer that was faced with massive business disruption, personal hardship, and even devastating tragedy as a result of Hurricane Katrina in 2005.
Of United Bulk Terminal's approximately 150 employees, 83% lost their homes, and though damage, infrastructure problems, inability to get supplies to the facility, business operations were shut for over two months.
Using a concerted and coordinated program of support, outreach, and committed communication, United Bulk Terminal was able to successfully resume business operations while retaining over 50% of the 'pre-disaster' employees. That may not sound like an impressive percentage, but considering the personal devastation, the forced evacuations, and the incredible trauma that the vast majority of the employees suffered, the 50% figure is really quite remarkable.
How United Bulk Terminal demonstrated a truly committed and compassionate response to its family of employees makes for a fantastic case study in corporate response to massive natural disaster. But for the vast majority of organizations, the kinds of employee trauma that the company will have to deal with are more common, mundane, and certainly predictable.
Death of a loved one. Financial loss. Issue with the health or the behavior of employee's children. Even the loss of a pet.
These are the kinds of tragedies that are impacting every workforce, in every city, each and every day.
Having a plan for massive environmental disaster and large scale business disruption is certainly sound business strategy and planning.
Having a plan to adequately and compassionately support an employee in their more personal and everyday tragedies might be more important and more impactful. Here is my offering in the creation and administration of these policies - Do The Right Thing.
Thanks to Lisa Murfield for an interesting and enlightening presentation.
Reader Comments (3)
Hi, Doing the RIght Thing should be a basic value, but it also makes business sense. It the cornerstone of Corporate Social Responsibility, a concept which HR Managers have not yet seemed to embrace wholeheartedly, but which could enhance both the business and the HR function in the business, as well as contributing to a more sustainable world. I have written a book called "CSR for HR: A necessary partnership for advancing reponsible business practices" showing how a CSR approach can be incorporated in the all aspects of the HR function. Read more here : www.csrforhr.com. It continues to frustrate me that Human Resources professionals undervalue these aspects of their role, so I am glad to see this got some airtime at the conference. .
Thanks for your post
elaine
www.csrforhr.com
Thanks very much Elaine - I will take a look at the information you provided.
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