Leaders: In the case of employee layoffs break glass
In the wake of global upheaval, your organization, like many, has experienced employee layoffs. As a leader, it's crucial to strategize the path forward and how to achieve organizational objectives with the remaining staff.
Post-layoff, while you might feel relieved to retain your position, it's essential not to rush into action mode. Instead, the key is to introspectively assess your leadership style and team dynamics.
Studies on employee retention show that in uncertain economic times, dissatisfied employees are more inclined to stay due to fewer opportunities elsewhere. Furthermore, research suggests that employees who remain after layoffs often experience reduced job satisfaction, commitment, and performance.
It's probable that your team includes members who are disengaged, staying out of necessity, and others who are grappling with the aftermath of layoffs. Pushing forward without addressing leadership and engagement issues could hinder your goals and potentially trigger another crisis.
Understanding is the first step to improvement. To enhance engagement, it's vital to evaluate your interactions with your team and your leadership approach. Reflect on these points:
Your communication methods (both formal and informal) with the team.
Your expectations and judgments of employees, and how these influence task assignments and communication.
Current team dynamics, areas of conflict, and the team's strengths and weaknesses.
The significance you derive from your work and how this is conveyed to your team.
Your core values as a leader and how they shape your leadership style.
Review your responses and identify areas for improvement in your leadership approach. Determine actionable steps to enhance your leadership, which in turn will guide your team more effectively.
Additionally, engage with each team member to understand their specific engagement needs. It's better to inquire rather than assume. Focus on:
Their understanding of your communication style and their preferred modes of communication.
Their expectations regarding their work, areas of struggle, and where they need more support from you as a leader.
Team dynamics, including positive and challenging relationships, and suggestions for team interactions.
The meaning they find in their work and how you can enhance this through task assignments, workload adjustments, resource allocation, and workplace environment.
Their values and additional support they seek from you as a leader.
While undertaking a leadership self-assessment and individual employee discussions might seem daunting during a crisis, it's a critical part of your role. Effective leadership involves guiding a team that is willing to be led, especially after organizational turbulence.
In the face of layoffs, re-evaluate your leadership style and collaborate with your team to ensure they feel secure, valued, and find purpose in their work.
You and your team have weathered the initial storm, but the challenge lies in rebuilding together, understanding each member's needs for success. Aim not just for a team that stays out of necessity, but for one that chooses to stay, even when other opportunities arise.
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