How do you deal with engagement issues during times of change and uncertainty?

This is a critical component of change management. People get most anxious when they don't trust the information they are receiving. Focus not only on what is changing but also on what is not changing. This will give your employees some anchors to hold onto. Typically there is more that will remain the same and your own certainty around those things will be higher so lean on them to provide that comfort and consistency. It is also important to make sure that your communications are cascading all the way through your organization in a consistent manner. If you have a layer of management that slightly changes the message or fails to "pass it along" that will create confusion and distrust within your organization.

During times of change and uncertainty, addressing engagement issues requires transparent communication, fostering a sense of purpose, and providing support. Communicate openly about changes, outlining the reasons and expected outcomes. Emphasize the collective purpose, aligning individual roles with overarching goals to instill a sense of meaning. Offer support through regular check-ins, acknowledging concerns & providing resources for skill development. Encourage collaboration to build a resilient team culture. Recognize & celebrate achievements, reinforcing a positive atmosphere. By prioritizing communication, purpose, support & collaboration, leaders can mitigate engagement issues, fostering adaptability & cohesion in challenging times.

> Be honest, transparent, and provide regular updates to manage anxieties and keep everyone aligned. > Offer opportunities for development and involvement to maintain a sense of purpose and control. > Foster a supportive environment and offer resources to address stress and maintain employee well-being.

During the period of uncertainty the role of leaders become even more crucial. There are some pointers that I learnt during such period of uncertainty in my professional career; 1. Be visible. 2. Make time to engage with the team despite your schedules. 3. Be discerning in what to say and when to say. Be honest but be discerning. 4. Make a point to speak in front of all. As much as possible avoid backroom meetings. In the time of crisis and uncertainty is also the time to hold everyone together like a shepherd.

During times of change and uncertainty, Meet Yourself can be a valuable tool to address engagement issues. By understanding individuals' thinking preferences and motivators, leaders can tailor their approach to effectively engage and support their team members. Here's how Meet Yourself can be used in dealing with engagement issues: 1. Understanding Thinking Preferences: Meet Yourself provides insights into individuals' thinking preferences, such as Visioner, Socializer, Accomplisher, and Reasoner. Leaders can leverage this knowledge to customize their communication and engagement strategies.

> Acknowledge the uncertainty and validate employee emotions. > Focus on what's staying the same (benefits, core values) and recognize past contributions to maintain morale. > Even during change, celebrate small wins and milestones along the way. This keeps spirits high and reinforces a sense of accomplishment. > Foster a collaborative environment where teams can support each other. > Create opportunities for social interaction to build trust and combat feelings of isolation.

One way to get started is to approach some of your top performers and share with them personally what is going on and hear their concerns. Ask them to help the team through the change and provide them guidance on the types of behaviors that would be helpful. And then make a point of checking back in with them often to thank them and call out specific things they have done that have been helpful.

For example: - Visioners may appreciate a big-picture perspective and creative problem-solving approaches. Engage them by sharing the vision and purpose behind the changes, and involve them in brainstorming innovative solutions. - Socializers thrive on collaboration and building relationships. Foster engagement by creating opportunities for team interactions, virtual social events, and open communication channels. - Accomplishers are driven by results and tangible outcomes. Set clear goals, provide regular feedback, and recognize their achievements to keep them engaged. - Reasoners value data and logical analysis. Provide them with detailed information and involve them in the decision-making process to ensure their engagement.

No strategy works better that the one which is made by the ones who are supposed to implement it. Once people feel the ownership of the plan they will give anything to make it work. That is the nature of a man. We love ourselves and are very convinced of our own ideas. So why not leverage this emotion. Involve them in decision making , problem solving and you will be surprised on what they can achieve simply because of ownership of the decision.

2. Leveraging Motivators: Meet Yourself also provides insights into individuals' motivators, such as achievement, collaboration, autonomy, or recognition. Understanding these motivators can help leaders create an engaging environment. For example:

Empowering and involving your team is crucial during times of change and uncertainty. Here are best practices: Delegate Authority: Grant your team members decision-making power within their scope of responsibility. Foster Open Communication: Create an environment where everyone feels comfortable sharing ideas and concerns. Provide Training and Development: Equip your team with the skills and knowledge they need to succeed. Recognize and Reward: Acknowledge your team's contributions and efforts to boost morale and engagement. Encourage Innovation: Foster a culture where creativity and new ideas are valued and supported. These strategies help you create a high-performing and resilient team that is well-equipped to seize new opportunities.

- Individuals motivated by achievement may be driven by challenging goals. Set clear objectives and provide opportunities for growth and development. - Collaborative individuals thrive in team environments. Foster collaboration by encouraging teamwork, facilitating knowledge sharing, and recognizing collective achievements. - Autonomous individuals value independence and self-direction. Provide them with opportunities to take ownership of their work and make decisions within their areas of expertise. - Recognize and reward individuals based on their motivators. Tailor recognition efforts to align with what motivates each team member, whether it's public praise, tangible rewards, or opportunities for advancement.

This is the time where your leadership style needs to be adaptable. Adapt with inspiring your team, and you chartering the course to lead them through the uncertain times. Develop them mentally, emotionally, and teach and help them maneuver with change. Lead with empathy, but also allow them to show emotion and feelings as change does affect people differently. Raise their level of leadership by teaching them to change management skills. Change management skills are not just for that moment but something that can help them become even better leaders in their position, and career. Foster a sense of togetherness as a team, to voice their concerns and you backing them up with motivation, inspiration and direction.

During times of change, it is vital to promote and support a conducive atmosphere. The changes could lead to disturbances in most of your team’s activities. To avoid these, focus on an environment that is positive, strong, flexible and full of optimism. Offer emotional stability acknowledging that the team has some challenges they need assistance with. People should be there for each other as friends by sharing their experiences together with encouraging one another as they achieve milestones in life. This collective feeling not only helps come up with solutions to individual problems caused by stress but also makes it possible for the group to tackle difficult situations successfully.

During times of change and uncertainty, cultivating a positive and supportive culture is essential for employee morale and engagement. Here are key practices: ? Open Communication: Encourage transparent communication to address concerns and build trust. Empathy and Support: Show genuine care for employees' well-being and offer support when needed. Recognition and Appreciation: Acknowledge and celebrate achievements to boost morale and motivation. Flexibility and Adaptability: Adapt policies and practices to accommodate changing needs and provide flexibility. Employee Involvement: Involve employees in decision-making processes to foster a sense of ownership and empowerment.

Modelling desired behaviours and attitudes is crucial during times of change and uncertainty. Key practices include: Open Communication: Foster open communication and transparency to build trust and address concerns. Empathy: Show empathy and understanding towards team members' feelings and challenges. Positive Reinforcement: Acknowledge and reward positive behaviors and achievements to boost morale. Resilience: Demonstrate resilience and adaptability in the face of challenges. Ethical Leadership: Maintain ethical standards and integrity to inspire trust and confidence. Continuous Learning: Encourage a culture of continuous learning and growth to navigate change effectively.

By utilizing the insights provided by Meet Yourself, leaders can better understand their team members' preferences and motivators, allowing them to tailor their engagement strategies accordingly. This can help foster a sense of belonging, motivation, and commitment during times of change and uncertainty.

- You need to create spaces for team members to share concerns and suggestions, keep everyone informed with regular, honest updates and acknowledge the challenges and emotions people are facing. - Encourage and initiate team bonding through virtual or in-person activities and ensure that the leaders are approachable and present. - Engage your team members in decision-making to give them a sense of control and adapt workloads and expectations in order to reduce stress.