Post by Liz Cullen, contributing Women On Business writer
This is a time of transition for many people. For those of us who live and work in Washington, DC, it is a surreal experience to be getting back to business as usual after the past few months of inauguration mania. We had our own boom and bust cycle of people seeking rooms for the event, along with constant speculation about the number of people involved, and how the city’s transportation and services would hold up. Now DC workers are seeing a change in leadership across different agencies which may mean a new boss along with new systems and priorities.
Washingtonians are not the only ones in transition; companies are reorganizing, restructuring, and adjusting their plans for 2009. In order to keep your team motivated in the midst of what can be challenging changes, there are a few things organization leaders can keep in mind to keep their teams interested and engaged:
1. Training and Professional Development
If there are new systems in place, or even old systems that could be more efficient, take the time to train the staff. This does not have to be a time or money consuming activity. Perhaps "reward" a staff member that does something particularly well, for example, keeping track of sales calls or following up with potential clients, by letting that person contribute to the training.
2. Incorporate Staff Ideas
Through focused brain-storming sessions or more casual staff activity, show your team you value their ideas and would like their ideas and assistance with a particular challenge. They will feel like you value their input, and take it into consideration when making decisions. As the CEO you have final say, but your employees can provide thoughts that you may have overlooked, which can actually add to your business plans.
3. Communicate Openly
Even if the only answer you have about the future of a project is, "We don’t know," taking the time to communicate that to your team lets them know that you consider them integral and when there is more information, you will be willing to share that, too. Keeping everyone in the loop about what is going on makes your employees feel like they are part of the team.
What are tips would you add to this list? Leave a comment and share your ideas.
Susan Gunelius
Susan Gunelius is the Founder and Editor-in-Chief of Women on Business. She is a 30-year veteran of the marketing field and has authored a dozen books about marketing, branding, and social media, including the highly popular Ultimate Guide to Email Marketing, 30-Minute Social Media Marketing, Content Marketing for Dummies, Blogging All-in-One for Dummies and Kick-ass Copywriting in 10 Easy Steps. Susan’s marketing-related content can be found on Entrepreneur.com, Forbes.com, MSNBC.com, BusinessWeek.com, and more. Susan is President & CEO of KeySplash Creative, Inc., a marketing communications company. She has worked in corporate marketing roles and through client relationships with AT&T, HSBC, Citibank, Intuit, The New York Times, Cox Communications, and many more large and small companies around the world. Susan also speaks about marketing, branding and social media at events around the world and is frequently interviewed by television, online, radio, and print media organizations about these topics. She holds an MBA in Management and Strategy and a Bachelor of Science degree in Marketing and is a Certified Professional Career Coach (CPCC).
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The 3 points that you make to keep talent motivated – training, listening to their ideas and communicating on a regular basis are 3 strong pillars of respect for employees. A manager that can provide this to their employees will develop a loyal and strong team.
Pat
Facilitation and Support
During most change processes, some employees may face fear and anxiety. This stems from they wondering what to expect after the change is implemented. It is important for change managers to offer facilitation and support. It will be helpful if employees are provided training in new skills, giving them time off after a demanding period or simply listening and providing emotional support. Employees need to be given time and opportunity to disengage from the current state. This will be extremely helpful when they feel a sense of loss associated with letting go of something they value or something they feel is an important part of them.