<script src=”https://fast.wistia.com/embed/medias/qqgq7bksqm.jsonp” async></script><script src=”https://fast.wistia.com/assets/external/E-v1.js” async></script><div class=”wistia_responsive_padding” style=”padding:56.25% 0 0 0;position:relative;”><div class=”wistia_responsive_wrapper” style=”height:100%;left:0;position:absolute;top:0;width:100%;”><div class=”wistia_embed wistia_async_qqgq7bksqm videoFoam=true” style=”height:100%;position:relative;width:100%”><div class=”wistia_swatch” style=”height:100%;left:0;opacity:0;overflow:hidden;position:absolute;top:0;transition:opacity 200ms;width:100%;”><img src=”https://fast.wistia.com/embed/medias/qqgq7bksqm/swatch” style=”filter:blur(5px);height:100%;object-fit:contain;width:100%;” alt=”” aria-hidden=”true” onload=”this.parentNode.style.opacity=1;” /></div></div></div></div>
During a time of crisis, it can be difficult to operate business as usual. Amidst the uncertainty, HR leaders are being pulled in different directions – from managing communications and crisis response planning to maintaining some level of continuity of business operations. We’re all facing unchartered territory and learning as we go. This means that many organizations are currently reassessing their feedback strategy and will need to weigh in on a variety of factors in order to meet their unique organizational needs.
If you press accept, we’ll assume you are happy with this.