It might be a merger, a buy-out, company-wide restructuring, a round of layoffs, or an industry-wide economic plummet that’s left your team reeling. Or perhaps it’s something on a smaller scale: an unexpected firing or resignation, the loss of a key client, or a project that exploded in everyone’s faces.
Whatever the crisis, you’ve survived it, but now you’ve got a team of war-weary, discouraged team members looking to you.
Here’s how you can help your team pull together again.
Don’t Ignore the Crisis
One of the worst things you could do as team leader is simply act as if nothing has happened.
Unfortunately, team leaders who are uncomfortable with conflict or unsure of how to talk about a crisis may take this route. What happens, however, is that your team members feel betrayed and abandoned. By ignoring the effects of the crisis or acting as if nothing has happened, you’re sending a clear message: Deal with this yourself. You’re on your own.
That’s not the message you want to send, of course.
Instead, talk through what happened. You do need to exercise leadership: don’t allow a negativity fest, a big round of poor-me stories, a finger-pointing session, or any sort of personal attack.
Honestly recap what happened. Acknowledge the crisis and how it has affected the team: “We’ve just endured a round of layoffs that were extremely stressful for everyone, and we’ve lost three team members. We’re feeling skittish and sad, we miss our team members, we don’t know how we’re going to do our job without them, and we’re wary of how things will work going forward.”
Get Input from Your Team
Give your team time to offer their own insights and opinions.
Perhaps you’re most worried about how your smaller team will handle a workload, while your team members are paralyzed with fear over losing their own positions. Talking about the crisis will help you to deal with unnecessary fears or anxieties and note which major issues need fresh solutions.
Ask for insight, if appropriate, into why the crisis occurred in the first place. If your team missed an important deadline that jeopardized the entire company’s operations, now is the time to talk about why it happened and how you, as a team, can prevent it from happening in the future.
As the team leader, don’t shy away from responsibility, even if much of the situation was out of your control. Own the responsibility, and don’t tolerate blaming and attacking from team members.
Develop a Plan of Action
Move your team’s attention to how you will move forward from this point.
Start with encouragement. You don’t have to have the answers, but you can assure your team that you’ll work together to figure things out.
Avoid the temptation to hand the responsibility off to the team and expect them to come up with all the ideas. Have some practical ideas of your own to offer. Share a few legitimate steps forward.
Let them give input as well. From the combined ideas, work with your team to form a plan of action that make the most sense for everyone involved.
Keep Your Team Informed
People feel insecure after a crisis, so keep communication flowing even more than usual. Knowledge will help your team members to feel informed and aware, which contributes to feeling secure.
Send regular team emails apprising team members of changes, updates, and new information. Be available for phone conversations and casual chats in the hallway or on social media. Be present, visible, and available. Offer open times for one-on-one meetings to help individuals tackle new roles and responsibilities.
Revisit the Core of the Team
To reestablish unity and team identity, revisit the heart of your team. What is the team vision? What is the purpose of the team? What are the values that the team shares and uses to help guide decisions and projects?
A crisis, no matter how small, shakes everyone up; your job is to help them find their foundation again. Remind your team of their purpose, their ideals, and the core methodology will help your team to function together even in new or changed situations.
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