Business leaders must engage the work force to collaborate together to fulfill the organizational vision and mission. In normal times, inspiring others and connecting them to a shared vision is not an easy task.  In complex times, however, when businesses are struggling to survive, motivation is even more difficult. Fortunately, it is not impossible, however.

In times of organizational difficulty, managers have to do even more to improve workplace motivation. Click To Tweet

The following are five ways to “motivate” your employees in troubled times:

1. Revisit Your Organizational Vision and Mission

 During severe economic downturns, many companies make significant changes in the organization to adjust to new financial realities.  This often involves making significant staff layoffs,  changing the management structure, eliminating products and services, and restructuring operational processes and procedures.  The result may mean that your organization has a different purpose and mission.   (For example, the decline in home sales and rise in foreclosures and property rentals drastically affected the real estate industry during the Great Recession forcing some businesses to change their focus to property management to survive.)

Even if your organizational vision and mission has not drastically changed like other industries, it may still be altered. If your organizational leadership has not had this important discussion, you will need to get clarification on the altered vision and mission.  (You cannot effectively motivate your employees if you cannot clearly tell them where they now need to go and how they are to get there in this new reality.)

In difficult times, you cannot effectively motivate your employees if you cannot clearly tell them where they now need to go and how they are to get there in this new reality. Click To Tweet

Keep in mind that this process may be evolving as organizational leadership reacts to a dynamic environment.  It can take some time for the company to accurately determine what needs to be done and how it needs to be done in troubled times of uncertainty. You will need to be flexible to keep your sanity!

2. Communicate the Current Vision and Mission.

With clarity on the current vision and mission of the organization, you will need to communicate this information clearly to your team. This communication is two-way.  You will need to spend time with them to both ensure that they clearly understand the changes and to listen to them as they communicate any concerns.  This is an emotional time for your layoff survivors as they have concerns about keeping their jobs and paying their bills.  Communication is critical and your team will appreciate your extra efforts to engage them and respond to any concerns that they have.

3. Align Your Organizational Area to the Current Vision and Mission.

You will probably need to make adjustments in your organizational area to align with the current organizational vision and mission.  This is often an ongoing adjustment process as your organization continues to work on finding its footing in the face of continuing market changes.  Allowing your staff to provide input and assist you in implementing changes will positively impact their morale.  It will also give them some ownership of the process and a sense of purpose which can help their overall employee engagement.

In times of difficulty, it's important for leaders to clarify the current vision and mission of the organization. Click To Tweet

4. Focus on the Short Term But Don’t Neglect the Long Term.

It’s important to meet short-term goals for your unit that keep the organization viable and it is just as important that you not forget the long term goals for your organizational area.  This is particularly important in your coaching and employee development efforts with your team. They will appreciate your continuing interest in their organizational success and career development.

5. Help Your Surviving Employees Find Their Place.

Layoff survivors have to deal with a range of emotions.  They usually feel both relief and survivor’s guilt for not being included in the organizational downsizing. They can be confused and fearful about their future as they watch the changes occurring around them. Showing your team how they fit into the new organizational picture will help allay these confusing emotions and motivate them to contribute their best.

These strategies focus on giving your employees a clear understanding of the strategic direction of the company, your organizational area of responsibility, and their role in this new reality.  While in reality you cannot directly motivate your team, you can create a supportive environment that motivates them to give you their best.  While rewards are important,  helping your layoff survivors to understand their value in this new reality and allaying their fears to the best of your ability is often more powerful.

More importantly, your efforts will build trust with your team.  Instead of being remembered as a manager who kicked them when they were down, you will be remembered and appreciated as a manager who was fair and supportive during difficult times.  You can expect not only increased employee engagement and motivation but also reduced voluntary turnover when the economy improves.

Your team will not easily leave a business leader like you!

For my own personal story about how I remember some managers I worked for see A Tale of Two Managers.

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Video: How to Motivate Employees During Difficult Times

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When a manager helps employees transition through difficult organizational times, the employees will remember their manager as a leader who was fair and supportive. The manager can expect increased engagement and motivation. Click To Tweet