How do you motivate your team after a big layoff? – Creative Agency Executive
Workers are dealing with a lot of distractions after a big layoff. There is the survivor’s guilt of making the cut when friends have lost their livelihood. There is rumormongering of whether more layoffs or other disruptive changes are still coming. There is the busyness of extra work because fewer people remain, and restructuring takes time to accrue efficiencies.
As a leader, anticipating what your team is dealing with and feeling can help you address their concerns and improve the work environment. Here are four ways to reignite your team’s motivation:
1. Encourage questions to stay on top of team morale
If you already have regular team meetings, consider increasing the frequency or adding one-to-one meetings to better stay on top of team morale. Keep your door open literally and figuratively — let people know that you welcome questions. Tell people outright that you’re looking for feedback on how people are feeling.
If you sense that a high performer is a flight risk, schedule a one-to-one to discuss their career path so they are clear that you are committed to them long-term. If you find people who are positive and aligned with the recent changes, tap them to help their colleagues or at least help you identify who might need extra attention.
2. Share what you can about company changes
Once layoffs happen, your team will be on edge for additional layoffs or other negative changes. As a leader, you may not know if there will be additional layoffs, or you may not be able to share specifics yet. When you don’t know or can’t reveal details, share what you can so that you reassure your team through your transparency.
If they ask a question you don’t know, respond with “Here’s what I know” rather than just “I don’t know”. No information at all invites the imagination to run wild (and likely negative). If you can’t reveal details yet, share a timeline for when more information is coming. If you don’t know what’s next and there isn’t even a timeline, share what the market conditions and business issues are that you’re considering. This lets your team know that you’re on it and working on what matters.
3. Acknowledge the hard work
Layoffs are hard on the people who remain because of the extra work, inefficiencies with restructuring and low morale. Acknowledge that current conditions may be difficult, and thank people for their loyalty and commitment. If you already recognize good work at team meetings, step up the frequency.
If you can spring for breakfast or lunch during a team meeting, that would be a welcome surprise. (Just don’t go overboard such that your team feels like you could have spent the money to save a headcount). If your company has an Employee Assistance Plan that helps with mental health counseling or other support services, let your team know what’s available. If people have been putting in extra time, offer comp time off so they have an opportunity to catch their breath and they don’t have to draw on vacation days.
4. Create an exciting vision forward
Recovering from a layoff isn’t only about playing defense and addressing the problems in its wake. It’s also about going on offense and creating an exciting vision forward. What new clients, products or projects are in the pipeline? What are the key performance metrics the company will be aiming for in the next months, quarters and years? What will this different, post-layoff company be better positioned to accomplish and contribute?
Share a before and after of a customer who was positively impacted by the company – remind the team up close and personally that their work matters. Review metrics that are trending in a positive direction (e.g., growing sales, increasing market share, higher profit margins) so people know there is some good news. Describe in-depth the market or demographic you’re targeting so your team keeps their focus on what’s still to come – and not just on recovering.
The key to moving on from a layoff is actually moving on from the layoff
When you create an exciting vision, people turn their focus to the future. When you acknowledge hard work, people feel safe enough to commit again. When you keep your team informed, they can better manage their work and maintain forward progress. When you encourage questions, you get the information you need to lead right now. These leadership strategies may be in response to the layoff but they are focused on what’s next. Going forward, you can tap into these strategies anytime – no layoff required.