Crisis management for managers: Strategies for supporting your team during challenging times
Last updated November 25, 2025
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Let's face it: a crisis that impacts your workforce can hit when you least expect it. Whether it's a colleague’s death, a natural disaster, or a local or workplace violence incident, leaders have an important responsibility to help guide their teams through emotionally charged and challenging times. Are you prepared to support your employees’ mental health and well-being when it matters most?
What is a workplace crisis, and why does it matter for managers?
A crisis is any event or unstable condition that disrupts the workplace or local community and leaves workers feeling distressed, unsafe, or overwhelmed.
That could mean:
Major world events
Natural disasters
A colleague’s sudden passing or illness
Acts of violence or threats
Public scandals or breaches of trust
The impact of a crisis doesn't always end when the immediate danger resolves. Acute events can evolve into long-term challenges that can impact your team's mental health, physical health, and productivity. And not all crises look the same. That’s why effective crisis leadership is a journey — not just a one-time, one-size-fits all response.
The five phases of crisis management — and how to lead through each one
1. Prevention: This involves taking steps to avoid a crisis where possible. While some events like natural disasters or sudden violence may be unavoidable, you can help reduce the risk of harm or suffering with careful planning and awareness. Prioritize fostering feelings of physical and psychological safety within your team at all times. These foundations can help make workers more resilient when tough times hit. This means setting an empathetic, inclusive tone through:
Encouraging open dialogue
Promoting healthy coping mechanisms
Making mental health part of everyday conversations
2. Preparedness: It's important to have your playbook ready before a crisis hits. Have safety plans in place, conduct routine crisis response training and drills, and use clear, consistent language in your communications. Make sure employees know who to contact and what to do during a challenging time.
3. Mitigation: When a crisis starts unfolding, your job is to reduce the impact wherever possible. Communicate openly and frequently and be honest about what you know and what you don’t. Acknowledge the emotional weight of the situation and allow your team space to share their concerns. Build on the culture of trust and transparency you’ve (hopefully) already cultivated by showing up, listening, and committing to supporting workers’ well-being.
4. Response: This is where compassionate leadership really matters. Regularly check in with your team to understand how they’re feeling. Stay calm and be fully present during your conversations. Validate workers’ emotional and physical reactions and offer choices where possible — this can help restore a sense of control in workers’ lives.
5. Recovery: Even after the dust settles, your team may still be feeling the effects. Help your workforce re-establish routines, encourage social support and self-care, and keep an eye out for signs that someone might need extra support. For instance, if you notice an employee having difficulty concentrating, withdrawing from team interactions, appearing unusually fatigued, or struggling to maintain their usual work routines, consider that these visible shifts may indicate underlying challenges. When such signs appear, it's important to offer understanding, create space for employees to process, and encourage them to seek help as needed.
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Why compassionate leadership matters
At the heart of all this? Compassion. You don’t need to have all the answers for your workforce, but showing that you care can go a long way. Small things matter:
Acknowledge what your team is going through
Communicate with empathy and understanding
Make mental health support visible and accessible
Offer flexibility where you can, such as remote work or accommodations
These simple acts of humanity can help go a long way in helping your employees feel seen, supported, and resilient on their path to healing.
Don’t do it alone: Provide access to professional support
As a manager, you’re not expected to be a professional in mental health or grief counseling. But you should make sure your team knows where to find professional help. This could mean:
Referring employees to an Employee Assistance Program (EAP) or a mental health resource
Connecting employees with mental health and counseling services, whether in-person or virtual
Sharing reliable information about available support and resources
Manager self-care during crisis
Leading workers through a crisis can be emotionally draining. You can’t support others if you’re running on empty yourself. Take time for your own self-care throughout each phase of crisis management. Move your body regularly, get enough rest, take breaks for mindful breathing, and talk to others you trust. Taking care of yourself during a challenging time can help you stay strong and equipped to support your team effectively.
Actionable next steps
You can start strengthening your crisis management skills today — a proactive step before the next challenge arises. Take time to understand the essentials: the different types of crises, the phases of crisis management, strategies for each stage, compassionate leadership, and additional resources that can help support your efforts.
When you lead with empathy, preparation, and a genuine commitment to your team’s well-being, you can not only help workers navigate tough times but also grow through them. And that kind of leadership can leave a lasting impact, long after the crisis has passed.