Not too long ago, an Ops team lead reached out to me, feeling overwhelmed by her company’s layoffs and shake-ups. Her team was having a tough time adjusting. Morale was taking a nosedive. With all the chaos, staying focused and productive felt nearly impossible. She said to me:
“I have to somehow put the broken pieces together and keep everyone moving. Can you give me some best practices for rebuilding trust when half the team is still reeling from the changes?”
Can you relate? It’s a situation many leaders find themselves in at some point.
How can you keep your team cohesive and motivated in the face of major disruptions like this? It requires a delicate balance. It’s tricky and the solution might surprise you.
In this episode, I’ll share the principles my client used to address her team’s morale issues and rebuild trust so everyone could feel secure in their roles again.
Understanding Your Team’s Needs Post Reorganization
What do you think your operations team needs most right now? It’s likely clarity, stability and confidence in leadership.
Looking back on my early management years, I recall the anxiety and uncertainty that came with organizational changes. Despite all my best efforts, stability always felt just out of reach.
And in retrospect, I can easily understand why those feelings persisted. You know what I’m going to say, right? It’s primarily communication and actionable support. Communication drives success by creating clarity, stability, and confidence.
So, let’s start with communication – yours and your team’s. How you communicate with your team affects:
- Their understanding of the changes
- How they perceive their value within the organization
- How they respond to new challenges and opportunities
When I think back to some of the internal communications I’ve come across, I can often identify gaps in addressing specific concerns. Messages are often too broad and lack the precision needed to guide individuals through changes, especially when they’re stressed.
Trying to address everyone’s concerns with one-size-fits-all messages reduces their impact and it lands hollow. Everyone faces different challenges. Your team members may feel ignored if they don’t get messages that address their roles and issues.
Here are some tips for effective communication in this situation:
Effective Communication Tips
- Provide Clear, Specific and Consistent Information: Share detailed plans, timelines, and expectations as much as possible. Being specific gives direction and reduces uncertainty.
- Reaffirm Your Team’s Value: Frequently acknowledge your team members’ efforts. They are the ones who keep the ship steady. When they know their roles are crucial, they’re more likely to stay motivated and engaged.
- Use Words That Inspire Trust and Confidence: Directly address each team member’s concerns. Learn what’s important to them and tailor your messages accordingly.
- Engage with Multiple Channels of Communication: Use different communication methods like meetings, video calls, and Slack to reach everyone.
- Hold Follow-Up Conversations: Schedule one-on-one or small group discussions to reinforce key messages and ensure that everyone is on the same page.
- Empower Team Leaders: Reduce the pressure on yourself by training your team to communicate effectively and consistently with their teams.
With these strategies, you can ensure that your messages are effectively communicated and absorbed.
Building Trust with Empathy
You might believe that maintaining a strictly cool and professional demeanor is essential. It’s a common mistake. But showing empathy and actively listening to team members’ concerns is needed to build trust. I once had a manager break the news of a major change to me ending the conversation by saying,
“If you can’t be okay with this, I’ll find someone else who is.”
I’m sure you can imagine the taste that left in my mouth, how I felt about showing up the next day, and how little I trusted her leadership after that.
Taking the time to understand and address your team members’ individual concerns with kindness will not only build trust but also create a more resilient workspace.
Personalized Messaging for Better Engagement
Another mistake I often see is overuse of the words ‘we’ and ‘our’. While the intention is to be inclusive, it can come across as impersonal and patronizing. Instead, use ‘you’ and ‘your’ to speak directly to each individual’s concerns. Occasionally use ‘I’ when sharing personal insights or vulnerabilities to build a connection.
Think about it … do you use ‘we’ and ‘our’ when you’re having a heart-to-heart conversation with a friend? No. So, don’t do it with your team either. Speak directly to them and about them in specific terms.
Today I’ll leave you with this question: How do you envision your ideal team dynamic post-reorganization?
Ready to learn additional strategies that will help you work more powerfully with your operations team?
Download my free PDF, “4 Steps to Gain Control of Your Mind, Time and Career So You Can Love Your Work Again and Advance”. You can find it at yourfuturerealized.com/guide.
You can’t stop the chaos, but you can change the game.
