Motivating Your Team after Layoffs |Dodging Landmines

>> Manager: Right now, in this economic climate, many members of my team just seem to be very despondent and just unwilling to be proactive. In fact, they've got some days when people just don't show up -they call in sick. So how can I get my team motivated and pick it up a notch?

>> Consultant: Well the most critical thing in any kind of environment where you're trying to motivate people to action, you really have to approach the scenario from a different mindset. You're not talking numbers, business or data to them. You have to meet them where they're at. And right now, people are worried about three things: What's my company doing - what's happening? What is the company going to do to support me if I lose my job? And, what if I lose my job. You have to meet people where their biggest fears are, their anxieties and their frustrations? In order to motivate them, you have to meet them where they're at.

>> Manager: So how can I tap into those inner desires and needs?

>> Consultant: Good question. All the meetings you're having right now, you have to pick one and throw it off the table and in its place, you have to substitute it with a meeting that is not to discuss the business. For example, a good friend of mine is an executive in a research and development division of a biopharmaceutical company - high tech, big thinkers, right? She's decided over the last two years to hold a meeting once a week at an unusual hour for one hour and invites everyone to come together - she provides goodies - and they just talk about things that are bothering them. It's just an informal cocktail hour, almost, at work - without the cocktails. But they're there not to whine; they're there just to talk about their concern and to create some very meaningful connections between each other. That's how you can find out what's happening for people.

>> Manager: How do I keep this from becoming a real, just downer of a conversation? I mean, a lot of people are anxious out there, so how do I boost morale?

>> Consultant: So the first thing is, don't use the term, "downer". The reason I say that is because you're thinking "downer", your belief is "downer", so you say "downer" and now everyone around you thinks "downer". So, think more positively about your role in what you're about to do. Think, "I am here to support these people. They're feeling anxious, they're feeling fearful, they need my help. This is what I'm going to do. I'm going to bring them together; we're going to figure out a solution. And if it's on a weekly basis, that's what we're going to do."

But don't think downer. Change your mindset.

>> Manager: In summary?

>> Consultant: So in summary, you have to understand, people's emotions govern their behaviors and the impact of that is huge for productivity, so you as their manager have to figure out, how do I help manage the intensity of emotions right now so that people come to work, know that they're supported and are more motivated to be productive once they're here.