How to Help Your Staff in Difficult Times

2009-07-15

By: Guy Farmer, The Relationship Guy, LLC

Nonprofit leaders and managers are being asked to do more with less and maintain a high level of functioning in difficult financial times. The stresses that come from reduced funding, layoffs and general economic instability create ripples that affect our staff members and us. Leaders can help their staff get through obstacles by paying close attention to the little things in life that make people’s lives easier. You can set a tone and put into place some basic practices that make working through challenging times a little more palatable for everyone involved. Here are some ideas on how to do it.

Limit Negative Talk

If your employees only hear about catastrophes they will eventually become demoralized. Negative talk can snowball and create a pervasive feeling of unease throughout your organization. While I don’t advocate pretending that nothing is wrong, pay close attention to how you say things. Focus on areas that are going well and programs where people are excelling. Talk in terms of opportunities and possibilities instead of slamming doors. Keep your eye on the trends you can take advantage of to move your organization forward. Speak in hopeful terms.

Keep People Informed

People appreciate being addressed like adults and being kept apprised about what’s going on. You don’t have to shield everyone from difficult news, you can talk about it candidly but without the drama and lamentations that create a negative environment. Keeping everyone in the loop creates a sense of unity and common purpose and avoids unpleasant surprises as in, “By the way, you’re laid off.” People feel like they have a stake in the success of the organization and will work harder when they feel like they are being told the truth. Take a proactive approach in letting people know about what’s going on and ask for their input and participation in creating new solutions and approaches.

Model Excellent Behavior

Remember to model the excellent behavior you expect from your employees and limit erratic, controlling, explosive, territorial or cliquish behavior. People notice how you behave and they will perform based on what they see you do and how they feel you are treating them. If you have difficulty keeping calm, remove yourself from the situation before it gets worse. If you feel stressed, take some time to do something that brings you joy. Treat your staff members even better than usual in these difficult times, they will support you more in the long run. Be available when they need you and provide opportunities for growth and education.

Don’t Burn Bridges

Stress can cause us to do things we wouldn’t normally do. Please try not to fly off the handle and say things you will regret later. Many a leader has let someone go that was vital to the organization only to regret it later. If you treat your staff well in difficult times they will remember you for it and will be with you when things turn around. You will also see those you clashed with in the future, so make sure you don’t create situations where you can’t rehire a valuable person. You get to decide how people perceive you as both a leader and as a possible place for employment.

Praise, Praise, Praise

Make time in the organization’s weekly schedule to praise everyone. This means praising people individually and setting up activities to do it as a group. Praising is important because it celebrates the positive things that people are doing and that are happening in the workplace. It changes the focus from deficits to encouragement. People who are praised feel more valuable and tend to want to work harder for the organization. Praise consistently and keep it going, especially when things are tough.

Being an excellent leader in our current economic climate means stepping up and leading by example. These are the days when your staff needs you the most for comfort and reassurance. Try the ideas we’ve talked about to focus your energy on creating a positive workplace that takes care of its employees. Your confidence and competence will help your organization move forward and will help you create an atmosphere where people feel good rather than timid.

Guy Farmer, The Relationship Guy, helps nonprofit leaders and managers build happy and productive organizations. Visit him online at www.myrelationshipguy.com/leadershiptraining.

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