Re-energising your Team Following Restructuring

hand-577777_1920.pngWe recently asked a sample of our clients what their key challenge was at present. We received a variety of responses but there was a theme running through many of the comments; what can be done to re-energise the business following (or is it still during?) a period of downturn, cost-cutting and restructuring?

Several areas were mentioned:

  • Re-building trust within the organisation
  • Presenteeism: when, due to insecurity about their future job security, employees may be in work for more hours than is required, be reluctant to take holidays or come in even if they feel unwell.
  • People being there in body but not in spirit. They may have switched off and, under other circumstances, they would have found another role but, in the current climate, there are not many job opportunities so they may feel stuck, resentful and frustrated. Woody Allen once said that 80% of success in life can be attributed to showing up – he has a point but this may not be the case during a downturn.
  • The motivation of the survivors left in the business dropping as they buckle under the weight of absorbing additional responsibilities.

It is understandable that, following a period of uncertainty and cost-cutting, trust and morale is likely to drop significantly. So what can you do to improve this?

This is clearly not an easy nor a quick fix. It takes time, focus and effort. It takes those involved in the business to actually care about improving team spirit, employee engagement and morale and understanding that it is worth putting effort into this area. The thing is, it is worth the effort; not just to make employees happier and to create a positive culture (though, for me, this is a great reason to do it) but because happier employees are more productive which means better business results.

Here are a few simple steps to consider:

  • Try to draw a line in the sand about what may have gone before. It can be destructive and time-consuming to keep dredging up the past and going back over well-trodden ground.
  • Utilise an employee morale survey to understand the current feeling within the organisation…listen properly and then … (here’s the important bit) where possible, actually act on the results! Feedback to employees the steps you have taken. Evaluate and repeat as necessary.
  • Arrange for all employees to have short 1 to 1’s with their managers: these should focus on a few important questions, the answers to these should enable positive steps to be taken for individuals and at a team and organisational level.
  • Communicate as honestly and openly as you can about the present and the future.
  • Arrange team sessions to develop and build your teams; these don’t have to cost much money… or, in fact, anything apart from time and a willingness to engage.

It can be all too easy to say, “… we just don’t have time for all this stuff – we’re too busy… especially now..”. However, in the words of Henry Ford, “If you always do what you’ve always done, you’ll always get what you’ve always got.” So, if you want to re-energise, boost morale and performance you may need to take a bit of time and do something different.

Julie McDonald
Director of People Solutions

www.whitecubeconsulting.com

10 ways to improve your business using Psychometrics

Personality

  1. Select the best candidates for the business: matching candidates’ personalities and behavioural profiles against the competencies of the role can ensure that candidates are selected who will not only fit the role technically but also behaviourally. Ability / Aptitude tests can also be used to provide objective assessment of abilities such as numerical reasoning, clerical checking or mechanical reasoning. This reduces the risk of offering the position to someone who won’t cope with the demands of the role.
  2. Introduce new members into teams more efficiently: using a behavioural tool can fast-track the induction phase and ensure minimum disruption by helping new recruits and the team they are joining understand communication styles, individual behavioural strengths / weaknesses and the new team dynamic.
  3. Improve communication: using a simple behavioural tool which aligns with organisational culture can help employees and managers understand communication style, the impact of their style and how they can adapt to achieve positive outcomes.
  4. Enhance working relationships: behavioural profiles can highlight the strengths or likely challenges of a working relationship. If people understand each other they can work more productively together.
  5. Improve performance: used with executive coaching, personality profiles can ensure people to play to their behavioural strengths, raise awareness of areas of weakness and align roles to their particular style.
  6. Assign roles / tasks to play to strengths: by understanding people’s behavioural style we can ensure we try, where possible, to assign tasks which suit, rather than stress an employee.
  7. Develop and build teams: using team reports along with focussed team development sessions can enhance team communication, build mutual respect and increase team efficiency and productivity.
  8. Resolve conflict: where individuals or teams are experiencing conflict, behavioural tools can illuminate the behavioural reasons which might contribute to this. Used with mediation, this can provide a language to discuss contentious areas and resolve conflict situations.
  9. Improve your sales function: sales style profiles can be used to select the best sales person for a role and to enhance the functioning of sales teams.
  10. Develop your leaders: as part of leadership development programmes, in-depth psychometrics tools can identify personality and leadership style. This can work at individual level and for Leadership teams.

Event – Creative solutions in HR

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Delighted to be asked to support the University of Aberdeen, Executive Education Programme by delivering a one day workshop. The session is all about exploring challenges and generating creative solutions to improve recruitment, retention and talent management.

Speakers

Julie McDonald, Director of People Solutions
Campbell Urquhart, Managing Director

Date

31st March 2016

Workshop Content

In this highly interactive session, participants will be encouraged to share their experiences of Recruitment, Retention and Talent Management. The facilitators will share some best practice examples. Participants will learn several creative thinking techniques and be given the opportunity to apply these techniques to solve real life problems.

For further details or to book one of the last remaining places, visit:

http://bit.ly/execeducationprog