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Deaf dissatisfaction, complaints, notice of resignation, internal tensions, etc. Since the cyber attack against the CNSS And the leak of sensitive data, in particular wages, affected companies navigate in the middle of turbulence. The wage gaps revealed fuel frustrations and resentment, creating discomfort in the teams.
Companies remind their employees that it is illegal to share or comment on this data that leaked. A strategy far from that recommended by Essaid Bellal, founder of Diorh (Human Resources Consulting Cabinet). According to this HR expert, it is more judicious to adopt any technique allowing “to appease minds”.
When a company is faced with a leak of sensitive data, in particular salary information, Crisis management must be immediate, organized and transparent. According to Essaid Bellal, “this type of situation is always delicate to manage. It occurs without warning, and at first, we do not know the extent of the damage or the exact nature of the compromised data. The origin of the leak, too, often remains unknown in the first moments”.
It is essential to adopt a reassuring tone, while remaining honest. Transparency must remain the key word
He also underlines the importance of not letting the rumor amplify the damage. “It is essential to adopt a reassuring tone, while remaining honest. Transparency must remain the key word,” he said.
But then, what are the measures to be implemented in companies in the event of a crisis similar to that arising from the CNSS cyber attack?
Transparency is essential
The first organizational response recommended by Essaid Bellal is to constitute an internal committee bringing together managers of information systems, communication as well as general management. He believes that “inevitably, voices will rise to question the faults and the reasons for the incident”. This is why “it is crucial to quickly assess the impact”.
“Transparency is essential, without revealing too sensitive elements. We must also anticipate the information that will eventually be made public. Better to assume them than deny themat the risk of losing the confidence of the teams. In these moments, alertness must be constant. It is a question of quickly identifying the failures, of setting up immediate solutions, but also of thinking of lasting measures to avoid any recurrence, “he explains.
When the leak directly affects staff data, the human resources department must, according to Essaid Bellal, play a central role in the response. “The HRD must absolutely be part of the committee. Its role of to reassure And to explain “.
The wages that everyone speaks as high do not seem excessive or extraordinary, especially since they are realities already known to all
The specialist recognizes that certain revelations can create discomfort, especially in the event of wage disparities, but he relativized. “The wages that everyone speaks as high do not seem excessive or extraordinary, especially since they are realities already known to everyone. They can surprise or shock a certain category, but they can also be explained”.
Some wage disparities between employees holding the same diplomas are explained by factors that do not fall under injustice. Essaid Bellal quotes the example of a company that “had recruited young graduates of grandes écoles at a certain level of wages. Three years later, the new promotions had become very coveted on the market, which prompted companies to offer higher remuneration to attract them”.
“Result: the new arrivals were found with wages higher than those of their elders. A problematic situation, because realizing the salary grids represented a considerable cost that companies had not anticipated. It therefore had to be explained, compensate otherwise (via premiums or advantages), to maintain a balance. And when it was manifestly unfair cases, in particular for deserving employees, it was imperative to treat them and Rectify them, “he continues.
When it comes to employees at the “average” level, Essaid Bellal believes that it is not necessary to revise the salary. “This is the reality of the market. If an employee considers that he can get better elsewhere, nothing prevents him from going. It is as simple as that”.
A long -term HR vision
Regarding the posture to be adopted in internal communication, the expert advocates adaptation. “It depends on the magnitude and the company, the situation in which it is. Whenever you can do something to calm the spirits and to reassure people, you have to do it. Without lying to them.”
Asked about the need for wage transparency within companies, Essaid Bellal believes that it is preferable to adopt such an approach. That said, it is necessary to be ready to “assume it”. “”It is a debate that is very old. The subject of wages, especially those of executives and managers within management, has always been very sensitive, because there are also, sometimes, feelings of inequality. But this will always exist “.
For him, only early transparency helps defuse crises. “It is better to adopt a transparency approach upstream: things pass much better when they are known in advance. This avoids surprises and allows you to fully assume your choices.”
In addition, Essaid Bellal recommends the implementation of a listening unit to “receive the staff, listen to it, explain it and to take the time to reassure it”. According to him, “people need collective or individual answers, and you have to be able to answer them”.
Finally, for restore confidencehe recommends a coherent and stable HR policy in time.
“HR policy should not be done with events, but it must be a vision ; that of learning to respect people, to meet their expectations, to hold their words as a business and Try to be fair “he concludes.
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