Brexit: How to reassure staff during this period of uncertainty

In the UK, for companies that trade heavily in EU countries, or with large numbers of non-UK EU citizens, Friday 24 June was not the most productive of days. Many staff had woken to the realisation that their jobs could be at risk. Many companies were quick to address concerns and didn’t shy away from the fact that there were unpredictable times ahead. Jamie Dimon, chairman and chief executive of J.P. Morgan, sent out a memo that very Friday to its 16,000 UK employees reading: “Regardless of today’s outcome, we will maintain a large presence in London, Bournemouth and Scotland, serving local clients as we have for more than 150 years…In the months ahead, however, we may need to make changes to our European legal entity structure and the location of some roles. While these changes are not certain, we have to be prepared to comply with new laws as we serve our clients around the world. We will always do our best to take care of our people and do the right thing during times of change.” A number of other employers had also followed suit, including RBS, Lloyds and Rolls-Royce who had lobbied employees to back the Remain campaign. In this uncertain time, the best way for HR to support managers in reassuring staff is to not make hasty decisions. Having a rushed, badly worded communication is not an option, but it is not too late to send something out. The message should be the same: nobody really knows what will happen, but we will tell you once we do. Employees need to hear from their employers in a reassuring and calm manner that nothing will change in the short term. Communication should be kept simple and only reflect the current situation. Stick to the facts rather than speculation, the challenges it presents to the organisation and the management’s response. Avoid a political point of view, particularly in an environment of differing opinions. Ultimately, there needs to be a safe environment in which any post-Brexit questions or concerns can be voiced. Employers should also do all that they can, including reiterating company’s policies, to ensure that their people are not subject to any bullying or harassment because of their nationality or national origin within the workplace or on grounds of racial or ethnic background.