Our workforce has shrunk in the past few months and the employees who remain aren’t as productive as before. What can I, as a business owner, do to boost morale and keep my team moving in the right direction?
Lay-offs can be as hard for the staff that wasn’t cut as the employees whose jobs were eliminated. Even though those who remain are thankful they still have a job, they may experience “survivor’s guilt” and they still have concerns about their future with the company. Communication with employees as a group and on a one-on-one basis is the key to keeping them engaged with the business at hand.
As a group, share as much information as possible about the current state of the company and measures being taken to maintain current customers and get new business. Make sure everyone understands what they can do to support these efforts; allow for input and suggestions to get all ideas on the table. Do not make promises or comments – either explicitly or implicitly – that lead employees to believe there will be no more lay-offs in the future!
In one-on-one conversations, discuss specifically what the employee can do to help the company reach it’s goals. Often a reduced staff means employees take on some of the duties of departed co-workers. Help the employee prioritize their new tasks and make sure they have the tools and training they need to successfully take on their newly adjusted duties.
Finally, don’t stop communicating. Good companies talk with their employees when lay-offs occur; great companies keep up the communication and find opportunities on a frequent basis to let employees know the results of their efforts. Try to make a company update part of a regular monthly or quarterly meeting and show appreciation for your employee’s efforts.
Cathy McCarty, principal, HR Partners, Inc., is a member of the ABC Industry Partners Council which is a group of members servicing and educating fellow ABC members. If you have follow-up questions, Cathy can be reached at cathy.hrpartners@comcast.net.
Do you have a question you would like to ask a professional? If so, email Kim Trautman.