November 11th, 2024 – By Rebecca Taylor, CCO and Co-founder of SkillCycle
Leadership is about more than strategy and financial decisions; these are also the people employees look to for stability during a crisis or disruption. When upheaval occurs, leaders must balance supporting employees while modeling how to stay focused at work.
In times of stress, HR and senior leadership can offer a reliable anchor, reinforcing the organization’s core values and mission. Steady leadership can be how you build resilience at work — in your managers, your employees, and the organization as a whole.
We are living in an age of volatility — the most challenging environment management teams have ever faced, according to McKinsey. There’s no better time to hone skills in calm, forward-looking leadership.
Let’s dig into how you can help your teams stay focused and explore:
Addressing challenging issues with transparency and focus can help employees feel grounded and connected to a larger purpose. This clarity helps everyone move forward productively, even through times of crisis or strain.
While HR can create policies, reminders, and communication plans, these efforts can appear disconnected or unsupportive. An alternative option is to implement coaching resources specifically aimed at supporting managers.
You can equip managers with the skills to navigate stressful times while supporting other employees’ well-being. This is an important factor for success. Career well-being has the strongest impact on the overall well-being of employees, according to Gallup.
Ensuring managers have strong coaching support empowers them to address their team’s needs effectively. Coaching can be internal, but often, it’s beneficial to connect managers with external coaches, creating an objective space where they can process their emotions and thoughts before stepping in to guide their teams.
This approach helps managers develop the emotional intelligence to separate personal feelings from professional responsibilities. It also gives them a place to be authentic and honest about their challenges.
Building these human skills is critical at all levels of the organization. When managers can handle these moments authentically, it translates to stronger, more empathetic leadership that teams genuinely appreciate.
Leaders can support employees during politically charged or disruptive times by staying anchored in the organization’s core goals while acknowledging and validating employees’ emotional responses.
Try to stay clear on the overarching mission and objectives everyone has committed to, regardless of external circumstances. You can show empathy and adaptability by asking what people need to manage this work. This is a great example of why soft skills are so essential.
It’s also valuable to remind employees of existing options for time off or policies that allow them to participate in meaningful activities outside work. Whether it’s a day off, modified deadlines, or access to internal resources, these adjustments can help employees manage their emotions without losing sight of their professional responsibilities.
This way, instead of instituting policies that may feel restrictive, you can empower your team members to take personal time to volunteer or support causes they care about. This balance allows employees to maintain individuality and manage stress while the organization remains focused and united.
When addressing sensitive external events that impact the workplace, HR should focus on a multi-layered communication strategy that blends consistency and sensitivity.
Begin with an overarching company statement that acknowledges the situation and reinforces the organization’s role in supporting employees within the scope of their work environment.
This initial message can outline the company’s position, clarify boundaries between professional responsibilities and personal choices, and remind employees of resources available for individual well-being.
Following the statement, it’s beneficial to hold a town hall or similar forum led by the executive team, where employees can ask questions and express their thoughts. This open format allows leadership to reinforce the primary message and provide a safe space for dialogue.
HR can also set up smaller group discussions and one-on-one sessions with managers or HR to accommodate those who feel more comfortable in intimate settings.
You can make a meaningful impact by being a steady, reassuring presence for employees, building the necessary skills for resilience and communication, and fostering trust between leadership and employees.
The most crucial role of leaders in your company is to be a consistent presence that employees can rely on for stability, direction, and support, regardless of the external climate.
When HR and leadership have built trust by fostering an open environment where employees feel heard and access valuable resources, employees are more likely to look to leadership for guidance during any disruption.
It’s wise to focus on how to build resilience at work when times are calm and prepare for disruption when it occurs. HR teams can then apply these skills to nearly any stressful or challenging situation.
Whether the disruption you and your employees face is economic, political, or organizational, your employees will need support while you keep the proverbial ship steady. Focus on calm, consistent messaging that acknowledges the situation and shares a commitment to the path forward.
With economic shifts or company changes, HR can communicate more openly about impacts and rally employees around shared goals, like maintaining job security and achieving business objectives.
HR can also provide context on how specific changes might affect employees and the business, creating reassurance and a shared understanding. For example, explaining how economic factors could lead to budget adjustments helps employees understand why continued performance is necessary even during upheaval.
Effectively supporting employees through turbulent times and demonstrating how to stay focused at work can help foster a consistent, supportive environment where people thrive.
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SkillCycle formerly known as GoCoach featured in Forbes
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