When it comes to achieving short-term goals and ensuring long-term success, planning ahead can make all the difference. But, while many organisations may be happy to plan for future goals, aspirations and achievements, it is also important to be prepared for downturns and hard times. One necessary part of planning ahead is being equipped to handle a crisis. It is understandable for organisations to hope that they will never have to deal with a crisis, but it would be irresponsible for that aspiration to become an assumption. In the event of a crisis, an organisation must have a plan in place in order to respond to the situation both promptly and properly. With that in mind, this guide focuses on what steps employers should take in order to implement and maintain a crisis management plan. A crisis can be defined as any situation that disrupts an organisation’s normal operations and falls outside of other emergency response plans. Crises can be caused internally by employee error or misconduct but may also stem from an event outside of an organisation’s control, such as a natural disaster or pandemic. Regardless of the cause, crises can have devastating consequences. If and when a crisis occurs, it will present pivotal challenges. For example, during a crisis, a number of unforeseen expenses—such as legal fees or settlements—may have to be paid. The manner in which organisations manage the situation may have critical effects on their finances, reputation and future. As such, employers should take time to establish robust crisis management plans that include: • Establishing and assigning specific crisis management roles and duties • Identifying stakeholders and communication channels • Establishing a system of alert levels to measure the seriousness of a crisis While organisations may wish that they did not have to worry about a potential crisis, it is a necessary step of risk management. If you would like more information about what is in the guide please click HERE.