Impact of layoffs for Managers: 10 ways for Leaders to Rebuild Trust and Motivation
Layoffs are challenging times for any company, significantly impacting both the managers who have to conduct them and the teams that endure them. While it’s necessary from a business perspective, layoffs can lead to a lot of issues within the remaining team members. These negative reactions are completely normal, as layoffs disrupt the team's established dynamics and often leave employees feeling worried about their own positions and the company's future. Managers and leaders play a critical role in guiding their teams through turbulent times, ensuring the team not only survives but thrives, helping business continuity.
Here's a deeper dive into the impacts and strategies for leadership in the post-layoff period.
Impacts of Layoffs
For Managers:
Emotional Toll: Conducting layoffs is emotionally taxing. Managers often develop close professional relationships with their team members, making these decisions difficult and emotionally draining.
Increased Workload: Team members leaving often means that the remaining work needs to be shared across the team, often leading to an increased workload for managers, especially if their remaining team is already overstretched.
Leadership Challenges: Maintaining team morale and productivity amidst uncertainty and fear can be a significant leadership challenge. It can be difficult to connect with team members and can create tension and a “them and us” environment.
For Teams:
Lack of Trust: Layoffs can reduce any trust in management and the business as a whole, as employees may question the security of their positions and the direction of the company, especially when there have been multiple rounds of layoffs.
Decreased Motivation: Morale and motivation can plummet, with team members feeling undervalued or at risk, this stress can reduce productivity and passion for the work.
Fear and Anxiety: Concerns about job security can lead to heightened anxiety, impacting employee well-being and productivity. We know that when mental health is negatively impacted through stress and work worries, this can spread across teams, create even more unrest and also result in a higher rate of absenteeism.
10 ways for Leaders to Rebuild Trust and Motivation
1. Transparent Communication:
Leaders should communicate openly about the reasons behind the layoffs and the company's future plans. This includes regular updates on a 121 basis as well as team communications and hold open Q&A sessions to address employee concerns.
2. Acknowledge Emotions:
Recognise the emotional impact of the layoffs on the remaining team members. Give them the safe space to express their feelings and concerns, and validate their emotions. Support them with empathy and encouragement.
3. Redistribute Work Equitably:
Workloads should be redistributed fairly, with an understanding of individual capacities. This may also be an opportunity to reevaluate and streamline processes, and give individuals more responsibilities especially if they are seeking growth and progression.
4. Provide Support and Resources:
Offer support through external counselling services, career development programs, and training opportunities to help employees adjust and grow in the new structure. Look at team communications and team building training such as our Elevating Teamwork for Success program.
5. Reaffirm Commitment to Employee Growth:
Reinforce the value of each team member by investing in their professional development and career advancement within the company. Identify areas for learning and growth and give them access to content and training.
6. Create a Culture of Inclusivity and Respect:
Promote a workplace culture where all employees feel valued and included. Encourage teamwork and collaboration to rebuild the sense of community.
7. Set Clear Goals and Expectations:
Establish clear, achievable goals to provide direction and a sense of purpose. Celebrate milestones and recognise individual and team contributions.
8. Lead by Example:
Although some managers often feel the similar concerns of job security etc. and they should demonstrate resilience, transparency, and compassion. Your behavior sets the tone for the entire team's response to the crisis.
9. Encourage Innovation and Input:
Empower employees by inviting their input on new strategies and solutions. This can help rebuild trust and create a sense of ownership and engagement.
10. Monitor and Address Work-Life Balance:
Be mindful of the potential for burnout for yourself and the team, especially after redistributing workloads. Encourage a healthy work-life balance and provide flexibility where possible.
Conclusion
Navigating the aftermath of layoffs requires thoughtful leadership focused on transparency, empathy, and a clear vision for the future. By implementing strategies that address the emotional and professional needs of the remaining team, leaders can rebuild trust, motivation, and productivity. This not only aids in the healing process but also positions the company for success in achieving its goals. The role of a leader during these times is not just to steer the company through a difficult period but to ensure that the team emerges stronger, more cohesive, and more committed to the shared vision than ever before.
