The media is full of stories about restructures in the government sector right now. So irrespective of whether those kind of changes are happening in your organisation or not, your people are going to be looking over the fence and feeling twitchy. Whether it's industry changes, or just plain unknowns, it's easy for your team to feel stressed and out of control.
TL:DR:
1. Set up a regular team meeting (if you don’t have one already) and allow people time to talk about anything they are wondering about.
2. Have team goals and show progress against the plan.
3. Ask someone in the team (who will actually give you feedback) if they can see you demonstrate leader behaviours – listening, empathy, being straightforward and honest - and take action on their feedback.
It’s your role as a leader to help your crew navigate these choppy waters and keep your team feeling confident and productive*
Communication is Key (Like, Really Key):
We have a saying at Fortis Street that “you cannot overcommunicate at work”. Your people have so many messages coming at them every day. Research has found on average 120 emails each day but add to that all the other comms your people receive – homepage, slack, teams, old school posters and all company meetings. You need to recognise that just as you’re getting bored of saying something, people are just starting to hear it. So say your messages again and again. Once people start saying them back to you, then you can believe that they have been heard.
Be Radically Honest (Even When It’s Uncomfortable): Nobody likes surprises especially not when it comes to their job security. People are adults, capable of managing their lives – the thing we all really hate is when we feel like something is unsaid. It makes us feel like dummies, distrusting others and ourselves. You don’t have to have the answers, you do have to demonstrate that you understand how important the questions are. Let your people know that you will tell them as soon as you know anything (and demonstrate it).
Talk it Out: Schedule regular catch-ups (1:1s and team meetings) and allow time for everyone to vent, ask questions, and just feel heard. Open communication builds trust and helps your people know that they are being treated as adults with respect. Your job – facilitate the discussion by asking questions “What’s on your mind?” “What would you like to know about?” “And what else?” and then listen, really listen. Don’t make things up and do discourage speculation.
If You’re Going Through Hell, Keep Going (thanks Churchill):
Set Clear (and Realistic) Goals: In the face of uncertainty, it's easy to wonder what would make a difference. Having clear, achievable goals (even short-term ones) helps your team focus their energy and have a sense of momentum. If you need to adapt because of change, engage your people in determining what the changes are and new goals should be.
Trust your people: Micromanaging during uncertain times is a recipe for disaster. Many people leaders forget that trust is a two-way street and you must show it first. Trust your team's expertise and give them the autonomy to make decisions. This fosters a sense of ownership and autonomy.
Celebrate the small wins – celebrating the wins in times of trouble brings a sense of normalcy and stability. By celebrating a small win that someone had in each team meeting, it emphasises how much you value your people. It also says how important it is to look after each other, to be a tribe and avoids any suggestion of tone-deaf behaviour that a major party or reward might attract.
Don't Forget the Human Touch:
Acknowledge the uncertainty: Let your team know that it's normal to feel stressed or anxious during uncertain times and express your confidence in their resilience.
Offer Support: Recognise that many of your people may be dealing with stress at home too - in these economic times, many people are under pressure. When people are dealing with stress at home AND at work, it becomes pretty difficult to remain resilient. Promote hybrid working, healthy work-life balance, encourage breaks, and remind your people where to find support (like your Employee Assistance Program or their colleagues). We are all are more resilient in the face of uncertainty when we feel happy and healthy.
Remember, communication, progress and care will make all the difference when your people are going through uncertainty. By supporting your team during uncertain times, you'll not only powerfully weather the storm together, but you’ll come out stronger on the other side.
(*And if you don’t feel like you have time to help your team, you better ask yourself if you want to be in a leadership role because being a leader... is the role!)
If you would like to talk about how we can help you as a leader to support your people through uncertain times, please reach out – we would love to work with you and your high-performing team.
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