Keeping Teams Productive During Layoffs and Furloughs

During financially difficult times, companies may resort to furloughs or layoffs as a way to weather the storm. Though those furloughed or laid off might receive some sort of compensation, the employees that remain on staff may end up taking on the extra workload created by the loss of employees. A decrease in morale may also occur – not only because of the extra work, but due to the loss of team members, as well as an uncertain future. Workplace culture can take a nosedive, creating a cycle of morale dips negatively impacting culture and the newly lowered culture causing more drops in morale. It becomes not only the company’s responsibility to keep its employees afloat during these times, but it becomes the managers’ responsibility to help keep their employees focused, motivated, and feeling supported.

There are some general strategies managers can follow to help their employees during times of crisis:

I. Transparency

            Decreases in morale can lead to negative rumors and paranoia, which in turn can lead to a decrease in motivation and focus. Organizational transparency, though, can help curb rumors and paranoia and help keep people focused. During difficult times, open and clear communication is essential to managing expectations. Employees knowing what their company expects from them, and a company knowing what its employees expect from it, can help keep everyone on track and working toward the same goals.

II. Acknowledgment and Support

            A common mistake companies tend to make during difficult times is not openly acknowledging sizable layoffs or furloughs. Not only will discussing these changes help remaining employees cope with their new situation, but it’ll also help a company address any issues employees may be facing as a result of those changes. Offering support is a great way to keep a staff focused and motivated.

III. Empathy

Having empathy for the remaining staff will not only bolster their trust in the company and their motivation to keep on track but can also help identify pain points that need to be addressed and fixed. There’s no way to know what’s wrong – and in turn, how to fix it – if no one’s listening.

“During the Covid pandemic, Angela was instrumental in maintaining a positive morale for our local and global teams. Her daily checkups not only helped everyone manage their workload during a stressful time, but meant her support was always available for those who needed it. Her empathy kept people as comfortable as could be during a stressful time, which in turn led to her team working efficiently and even launching new, innovative products. She showed how to lead during a time when company leadership was more important than ever.” –Chris Cialino, Senior Manager, Supplier Relations at Fareportal

IV. Manage Workloads

Losing employees that aren’t immediately replaced will almost always place more of a burden on remaining staff, and when morale is already low, that extra burden can be toxic to a workplace. Managers should meet with their teams to figure out the best way to go about handling the new, extra burden. Employees need to know what’s now expected of them, and managers need to figure out what kind of goals are achievable without worsening morale and how they can help their teams achieve those goals.

V. Rebuild Trust

Everyone needs to feel and be heard, especially during a time when layoffs and furloughs cause employees to worry about their job security. Anxiety and stress aren’t good motivators. Building trust between a company’s management and staff is not only a way to show employees that they are valued, but a way to help employees feel comfortable in their changed work environment, reducing anxiety and stress, and helping everyone weather the storm.

Angela Barbato is an award-winning Agile Product Leader. Having held a range of senior leadership roles, Angela is a foremost expert on the topics of leadership, transformation and customer experience. You can find out more about Angela at https://abarbato.com.