How to Keep Your Team Motivated During Times of Change: A Leader’s Guide to Success

Ah, layoffs. The word NO ONE wants to hear, employees and managers alike. It’s full of giving, giving fear, reduced productivity and focus, tough conversations and morale that can fall faster than the speed of thought. As leaders, we are given the grim task of taking our organizations thru these times and ensuring that business goals are still met regardless. While nothing can make these challenging situations easy, with the right strategies, you can successfully keep your team motivated and engaged, even during these challenging times.

The Emotional Toll of Layoffs

Layoffs are tough for everyone involved. For those who remain, often referred to as "survivors," the emotional toll can be significant. Survivors may feel guilt over their colleagues' departure, fear for their own job security, or even resentment toward leadership. This emotional storm can lead to disengagement, reduced productivity, and a general sense of unease and insecurity in the workplace.

The effects are real and can be wide ranging.? Studies indicate that the majority of survivors, sometimes as high as three quarters, report a decline in productivity and nearly the same number report a decline in morale (shocking!) So the effects are real and can easily have a measurable impact on a business, sometimes even the customers! This means the stakes are high making it an imperative for leaders to keep their teams motivated and functional during these times!

Key #1- Communication

Be Transparent

Let’s face it: nobody likes being left in the dark. During layoffs, clear and honest communication is your best friend. Employees need to understand the "why" behind the layoffs. Were they a result of financial constraints, restructuring, or market conditions? Be upfront about the reasons, even if they’re uncomfortable. Transparency builds trust, and trust is the foundation of motivation!

Develop a Communication Plan

A well-thought-out communication plan can work wonders. Work with your leadership team to outline who will communicate what, when, and through which channels. This ensures consistency of message and can help avoid the dreaded rumor mill. Remember, in the absence of information, people will fill in the blanks themselves—and that is rarely a positive thing!

Key #2- Compassion

Strike the Right Balance

Nobody expects you to be a robot—or a stand-up comedian, for that matter. Nobody can make a layoff sound like a positive thing for the team, so don’t try it. You will fail and will erode trust between you and your team members. Show empathy, but don’t overdo it. If you’re overly cheerful, you risk appearing out of touch. If you’re too somber, you may drag everyone down. ‘Sticking with the facts’ can make you seem robotic and uncaring. Aim for a balanced approach that acknowledges the difficulty of the situation while emphasizing the path forward.

Respect Goes a Long Way

Layoffs are a time of heightened emotions. Employees might feel fear, anger, or distrust. Allow them to process these feelings without judgment. Demonstrating respect and understanding can help rebuild trust and morale. LISTEN to your employees. Let them express their feelings and do not discount or ignore them. Communication is two ways and only real communication can build respect and trust.

Key #3- Focus on the Positive

Reframe the Narrative

It’s easy to get bogged down in the negatives, but don’t forget to highlight the positives. Remind your team that the company is still standing and that their contributions are needed and more than that critical to its future success. More than ever, their work together as team mates will be needed and they need to support their team mates. This isn’t just about sugarcoating—it’s about giving them a reason to stay engaged. Engagement will also leave less time for damaging speculation and fears to take root.

Key #4- Team Building

In Office

Building a positive team and team culture can’t wait until you are affected by a layoff- it needs to start TODAY. The methods to creating a great team culture in office are many and I won’t detail them here as they can also depend on the specific group and the individuals involved. The bottom line is to remember that even small things can make a difference. Team lunches or other events can be a plus- after all, not much brings people together as well as food does! Consistency in celebrating team and individual successes is another positive idea that you should be thinking about as a leader. Also, SHOW GRATITUDE. A little appreciation can go a long way. As leaders, we are only successful if our TEAMS are successful. So thank your employees for their hard work and resilience during tough times as well as when they use their skills to support a fellow team member.

Virtual Office

What if your team members are remote and not together in an office? This scenario is becoming more and more likely, depending on the industry and can present some unique challenges. How can you build a team culture when people can’t see each other? Well one way is to LET them see each other. Have team meetings for all hands and require video camera use. Make it fun and encourage people to spend time speaking with each other. Have meetings where you cover a motivational topic perhaps and focus on that rather than the usual team metrics and performance. Give people the opportunity to relate to one another AS PEOPLE, not just ‘worker bees’ in the office.

Other Critical Keys

Celebrate Successes

Even small wins deserve recognition. Celebrate achievements to remind your team of their value and contributions. This can be as simple as a shoutout during a meeting or as elaborate as an awards ceremony. Just be careful to ensure that recognition is not frivolous but actually MEANS SOMETHING. That will give it real value.

Invest in Your Team

Layoffs often mean that remaining employees have to take on new responsibilities. Equip them with the skills they need through training programs, workshops, or mentorship opportunities. This not only boosts their confidence but also signals your commitment to their growth. Ideally this needs to be a consistent item that you focus on as a leader, but if you have not and a layoff occurs, now you have the opportunity to start! In addition, don’t overlook ensuring your employees are aware of any mental health benefits and support that may be available to them. This too shows them that you truly care about their well-being, not just their productivity.

Lead by Example

During challenging times, your role as a leader is more important than ever. Focus on inspiring and motivating your team rather than micromanaging tasks. Be the calm, steady presence they need to navigate uncertainty and above all, BE HUMAN.

Conclusion: Turning Challenges into Opportunities

Layoffs are never easy, but they don’t have to spell doom for your team’s morale. By focusing on communication, compassion, and connection, you can keep your employees motivated and engaged. Remember, the way you handle layoffs says a lot about your company’s culture and values. With the right approach, you can emerge from this challenging time stronger and more united than ever.