How Do You Get Employees Back to Work Quickly After a Crisis?

Getting employees back to work after a crisis requires a balance of safety, clear communication, and support. Start by ensuring the workplace is secure, then communicate openly about timelines and expectations. Offer flexibility, provide mental health support, and use financial or scheduling incentives to motivate staff. The faster you address employee needs, the faster your business can return to normal operations.

Why Is It Hard to Bring Employees Back After a Crisis?

Crises — whether natural disasters, economic disruptions, or health emergencies — affect people as much as they affect businesses. Employees may face personal losses, safety concerns, or financial stress that prevent them from returning to work right away.

For business owners, the challenge is twofold:

• Restoring operations as quickly as possible.

• Supporting employees so they feel safe, valued, and motivated to return.

Without a clear plan, recovery may stall, leaving businesses vulnerable to lost revenue and turnover.

What Should Employers Do First Before Recalling Staff?

Before asking employees to return, ensure that basic safety and operational needs are in place. Employees will only come back if they trust the environment.

Steps to take first:

• Inspect the workplace for damage, hazards, or safety concerns.

• Restore utilities like electricity, water, and internet.

• Secure necessary equipment or supplies for staff to perform their jobs.

• Document your recovery plan so employees know you’ve thought ahead.

The Occupational Safety and Health Administration (OSHA) emphasizes that businesses must ensure workplaces are hazard-free before resuming operations.

How Should You Communicate With Employees?

Communication is critical in building confidence and loyalty during recovery. Employees want to know when, how, and under what conditions they’ll return.

Best practices for communication:

• Be transparent about your recovery timeline — even if it’s uncertain.

• Provide regular updates through email, text alerts, or staff meetings.

• Address safety measures directly to ease concerns.

• Invite feedback so employees feel included in the process.

According to FEMA, businesses that maintain consistent communication with staff are more likely to reopen successfully (FEMA.gov).

What Role Does Flexibility Play in Bringing Employees Back?

Rigid schedules may not work immediately after a crisis. Employees might be caring for family members, repairing their homes, or dealing with emotional stress.

Ways to add flexibility:

• Stagger shifts to allow part-time returns.

• Offer remote or hybrid options if feasible.

• Adjust roles temporarily to allow employees to contribute in new ways.

• Allow flexible hours to help staff balance personal responsibilities.

Flexibility shows empathy and helps employees re-engage gradually, rather than overwhelming them.

How Can Employers Provide Support for Employees’ Well-being?

Crises often take a mental and emotional toll. Employees may return physically but still struggle to perform at their best without support.

Ways to provide support:

• Offer counseling or mental health resources through employee assistance programs (EAPs).

• Provide financial guidance for staff who lost income.

• Acknowledge emotional stress in meetings or check-ins.

• Celebrate milestones in recovery to boost morale.

Supporting staff wellbeing creates loyalty — and loyal employees are more likely to stay through difficult times.

What Financial Incentives Can Help Bring Employees Back?

Sometimes, employees hesitate to return because of financial strain. Offering short-term incentives can ease the transition and encourage faster returns.

Options include:

• Temporary bonuses for returning early.

• Transportation stipends if commuting is disrupted.

• Advance pay or flexible payroll schedules to reduce immediate stress.

• Meal or childcare assistance for employees balancing family needs.

Using funds from SBA disaster loans can help cover payroll and incentives. The SBA Disaster Assistance Program specifically allows businesses to use loan proceeds for operating expenses like wages and benefits.

How Do You Manage Staff Who Can’t Return Right Away?

Not every employee will be able to return immediately. Some may face displacement, injury, or caregiving responsibilities that keep them away longer.

What to do:

• Cross-train employees so others can cover critical roles.

• Hire temporary or part-time workers to fill gaps.

• Stay in touch with absent employees to keep them engaged.

• Offer phased returns where staff come back in smaller steps.

Maintaining flexibility keeps doors open for employees while ensuring operations continue.

How Can You Rebuild Team Morale After a Crisis?

Morale often dips after a crisis. Employees may feel disconnected, uncertain, or overwhelmed. Rebuilding trust and energy is essential.

Ways to rebuild morale:

• Hold a team meeting or event to mark the reopening.

• Recognize employee efforts publicly and privately.

• Encourage peer support, where team members help each other adapt.

• Set short-term goals so progress feels achievable.

Small wins and recognition go a long way in re-establishing a positive work culture.

What Mistakes Should Employers Avoid?

In the rush to reopen, some businesses make mistakes that can hurt recovery.

Avoid:

• Calling staff back too soon before safety is guaranteed.

• Failing to listen to employee concerns.

• Overloading staff with extra responsibilities without support.

• Neglecting communication once reopening starts.

These missteps can lead to burnout, turnover, or even liability issues.

Need help navigating disaster recovery, including payroll support and SBA loan funding?
Schedule your free consultation with the Economic Recovery Center — our experts will help you create a recovery plan that gets employees back to work quickly and safely.

Last updated: July 18, 2025
Written by: Economic Recovery Center Team