There is no doubt that last year was a real challenge for most managers. We wait with bated breath to see what 2010 brings but we’re experiencing a very definite air of expectation and hope. It is our wish that this year brings amazing things for you and your company.
For some, one of the major lessons that managers have learnt during the tough times has been the need to retrench staff. This process requires tough, straight talk about serious matters. With retrenchment, consultation is necessary i.e. providing opportunities to consider alternatives to losing jobs, perhaps conducting business differently to reduce costs and work more efficiently.
May I suggest that consultation isn’t something reserved for bad times. Your staff normally understand their own jobs best, they certainly should know how the business runs, and many heads are better than a few. They can offer useful input on many things, if managers provide the correct forums and opportunities for them to do so.
Apart from chats around the tea trolley, consider more structured time with staff on a face to face basis, and collectively, departmentally and as a company as a whole.
Just as when adversity strikes, it’s necessary to be honest and open; to explain the situation and your resolve in finding solutions - together, - so do the same with the challenges and opportunities that 2010 will bring…and do it in direct, crisp, assertive language. Look staff in the eye and speak positively, explaining clearly what is needed and ensuring they all understand. Don’t beat around the bush, prepare, then talk with confidence, assurance and the facts! - staff need strong leaders.
Have a policy of inclusion, rather than exclusion - ask yourself if there is any reason why certain people shouldn’t hear the information you want to share. The more who hear it first-hand, the less chance for corridor talk, gossip and the grapevine.
When everyone understands the problems - and what they can do to help - they feel empowered to pitch in, contribute and grow.
