Managing Your Team Through A Crisis [Video Blog]

Posted on Dec 21, 2018 9:26:24 AM

Managing employees through a corporate crisis is one of the biggest career challenges you can face. Sudden change, uncertainty, and anxiety about the future can take a toll on productivity and morale. It’s your job as a manager to do the best you can to prevent this from happening.

Keeping your team motivated during tough times isn’t easy. However, strong leadership, good communication, and empathy can make all the difference. Let’s look at a few strategies for helping your team navigate a crisis.

1. Lead by example. Your team will follow your cues, so remain calm and upbeat. Encourage employees to continue to do their best work. Stick to your usual routine and schedule. If your department normally meets for a status review on Tuesday mornings, keep that date and time on the calendar.

2. Communicate. Your managerial communication skills are of utmost importance during difficult times. Explain the circumstances to the best of your knowledge. Be honest and forthright and share what you know. This will show employees you are sensitive to their need for information and have their best interests at heart. Address issues as they arise, and update your staff regularly as new developments occur. This is a situation where keeping employees well informed is of utmost importance.

3. Listen. There’s an old adage that states, “talking is silver and listening is gold.” Keep in mind that being a good listener is every bit as important as sharing information. Employees need to feel that they are being “heard,” especially in times of crisis, so sharpen your active listening skills. Give your undivided attention to any employee coming to speak with you. Try to understand his or her perspective. Maintain an open-door policy that lets your team know you’re approachable. Consider holding town hall-style meetings that allow management to address and hear from all employees at once. This way, no one feels left in the dark. Acting on questions raised in these meetings will let employees know they’re still valued, and that their concerns matter.

 


4. Ask employees for help. Encourage teams to brainstorm solutions to different problems. The collaboration will engage employees at a time when their bonds to the organization may be strained. Plus, your employees might save the day with innovative ideas that management hasn’t considered.

5. Acknowledge hard work and jobs well done. Employees who go above and beyond during times of adversity should be publicly recognized and rewarded (monetarily, if possible). Even token gifts have proven to be a powerful motivator and morale booster.

Setbacks and corporate crises are an unfortunate part of the business landscape. They are unpredictable and certainly not pleasant. You may not be able to control the ultimate outcome of the situation. But these strategies can help your organization move forward during difficult times.

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Steps to Successful Employee Communication [Video Blog]

Posted on Jan 18, 2018 7:00:00 AM

According to management expert and dean of Harvard Business School, Nitin Nohria, communication is the real work of leadership. And that doesn’t apply only to Fortune 500 companies. No matter the size of the organization, effective managers must be strong communicators to inspire and lead their teams. Unfortunately, with day-to-day business demands, communication skills are getting short shrift at too many companies. Today we’re going to give you a communication tune-up—a set of strategies and suggestions that will help keep your communications efforts on point.

1. Understand that whether you realize it or not, you’re always communicating. Your office environment, corporate culture, and treatment of customers and employees all say a lot about your company. Each of these contributes to your overall reputation in the marketplace or, if you prefer, your brand. As Jeff Bezos, founder of Amazon, says, “Your brand is what people say about you when you are not in the room.” So pay some attention to those branding elements, and make sure that the communications you telegraph are in line with your desired goals and reputation.

2. Encourage regular and ongoing feedback from managers and supervisors to employees. This should include both positive and negative, or constructive, feedback. Remember, no employee likes to be ambushed at review time with the news that he or she has underperformed or failed to meet a goal. The time to communicate this information is while the employee can actually do something to change the situation. Equally important, provide the resources necessary for your employees to make the changes and improvements you request.

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Tips for Having Difficult Conversations with Employees [Video Blog]

Posted on Feb 2, 2016 7:00:00 AM

Meet me in my office. There’s something we need to discuss.” Hearing those words can strike dread in the hearts of employees, which is why so many managers and supervisors are so reluctant to say them. However, the ability to have difficult conversations, and to make those conversations both effective and productive, is an essential skill for any good manager.

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