We talk a lot about business resilience, but how many leaders have truly been tested by the raw power of nature? I've navigated countless crises with my team, from flooding in India to other natural disasters.
This is the story of how my team persevered through times of hardship and how we developed strategies to ensure my team was truly resilient and ready to face any storm—literal or metaphorical.
The Importance of Supporting Your Teams
When I first heard about the flooding near our offices in India, my immediate instinct was to confirm that our employees were safe. I knew sending them a “stay safe” message wouldn’t be enough. People needed tangible, rapid responses to questions like, “How do I get to work or back home if public transit is disrupted?” and “What if I can’t leave the building?”
I had previously established a remote “command center” approach where we formed small crisis squads, each responsible for a core need, such as transportation, food services, client communication, and remote-work coordination. That framework meant our on-site and remote teams had immediate points of contact, so no one felt left out of the loop or uncertain about their next step.
It was challenging because our workforce spans several time zones. Some colleagues in the Philippines, for instance, remained unaffected by the flood physically, but they needed clarity on how to step in for critical deliverables. We set up detailed rotational schedules to ensure everyone knew exactly which tasks they’d be handling. It was important for me to underscore not just the immediate crisis response but also the personal investment we—on the leadership side—were made in each employee’s well-being.
Why Being Prepared Is Beneficial
I once viewed corporate disaster policies as somewhat theoretical. That changed the moment I had to put them into practice. Our crisis policy now includes explicit guidelines on who activates what services, how meal provisions are arranged, and when remote work is mandated—down to the tools and communication channels used.
We learned this the hard way during a flood. Initially, our older policy mentioned “ensuring safe accommodations” in broad strokes. But no one had mapped out the costs or what would actually be available. We’ve since created standing arrangements to ensure that our employees are always taken care of, no matter what time or day it is. This transformed our policy from vague instruction into a real solution, accessible the moment trouble hits.
Going back to that flood situation, I saw first-hand how critical it was to have specific, pre-approved vendor agreements in place. Within hours, we arranged shuttle buses to pick people up from pre-identified safe meeting points so they could either get home if roads were passable or reach an alternate office site if necessary. Those with reliable connectivity at home pivoted to remote work. Meanwhile, on-site employees had consistent meal services (breakfast through dinner) so they weren’t scrambling to find food in knee-deep water outside.
One of my major operational concerns at that time was meeting client deadlines. Having a policy that mandates cross-training between regions helped a ton. Our Philippines team took on extra tasks while the primary office was impacted. We enforced daily huddles (often across three time zones) so we could coordinate deliverables without duplication or gaps. This collaborative safety net validated my belief in distributed operations—if one region goes down, another can step in to basically save our hard-earned reputation.
How This Affects Company Culture & The Outcomes of a Supported Team
In moments of intense crisis, employees crave clarity above all else. We set up a dedicated channel using a secure messaging platform where leadership posted hourly updates on both the flood status and crucial company metrics (e.g., progress on client tasks, system uptime). That transparency soothed nerves and cut down on rumor and speculation. Clients, too, saw that we were proactive and forthright, which helped sustain their confidence.
It’s easy to go into “crisis mode” and forget client communication until the dust settles. My approach is the opposite. I initiate client outreach quickly and explain the situation by outlining the contingency steps and giving them realistic timelines. This fosters trust and prevents negative speculation. Some clients even sent supportive messages to our on-site staff and recognized our preparedness when they realized there was virtually no disruption to their deliverables.
Turning Adversity into Sustainable Resilience
Nothing tests an organization’s mettle like a natural disaster. However, with well-practiced policies, clear lines of responsibility, robust technology, and genuine empathy for employees’ physical and emotional well-being, a crisis can become an opportunity to strengthen unity. I’ve seen individuals rise to the occasion and forge lasting bonds across continents that shaped a culture that prizes safety, loyalty, and mutual support.
When you plan meticulously, communicate honestly, and invest in your team’s capacity to adapt, crises can transform your organization from a collection of far-flung offices into a resilient global family.
