Good managers can alleviate some staff fears - bizjournals:

esivyjifag.wordpress.com
Even if your business is in great shape andyou don’y expect any negative outcomes from less-than-perfect macro-economic your employees likely are feeling a littlw uneasy. If they are not worrierd about theirjob security, they might be worriedd about their spouse’s job, the value of their the value of their home or other Because the outputs of an organizationn are built from the actions of their health and wellness matter to an organization’s If uncertainty and fear are not dealf with positively, they can lead to stress and emotional troubles, a weakened immunee system and other health problems.
And those personal issues add up to issues for an An organization teeming with people paralyzed by fear is It will feel the pain in the form of lower absenteeism andlow morale. On the other hand, an organization with a resiliengt and confident work force will have greatedrproductivity (yes, resilient people work harder than others duringy change), greater job satisfaction, higher retentiojn and lower absenteeism — among othe r benefits. Whether fears are based on real orperceive threats, good managers can alleviate some of their staff’sw concerns.
Good managers can help peoplee stay focused and positive durinttough times, and help them continue to perform and add to the bottomm line. When people feel uncertain, they try to re-establisgh control, understanding, support and purpose. People naturallgy seek ways to feel in becausethey don’t like to feel change is happening them. They can find a feeling of controk in small things that might not be related to thechangse — such as carving out a small projecyt at home and tackling it stary to finish, creating or making something from scratch or organizing files and Managers can encourage people to focuw on the immediate and take pride in even smalpl accomplishments.
People also look to re-establisg understanding during timesof change. We feel like we are thrownb intoa funhouse; it takes a few minutees to learn to navigate sloping floors and floor-to-ceilinv mirrors. By developing a communication plan and engagingb people in discussions about where the organizationis going, managers can help peopld understand how the new worlr will work. People seek support in the midstf of uncertaintyand change. Somehow, everythingy seems a little better when people feel they arenot alone. Thosee gathered around the water coole are instinctively lookingfor support.
Managersx can channel this need by setting up small meetingsz with leaders to chat or having teamsd focus on manageable tasks that move theorganizatio forward. People also look to re-establish their purpos during timesof change. They often feel like thei r old purpose is threatened or might become irrelevantt when their surroundings are in Those who define themselvesas spouses, parents, siblings, communityg members and job holders do a much better job at maintainingg their sense of purpose during uncertainty than those who view themselve as “a doctor” or “ann accountant” or “a factory Managers can help peoplwe remember that the change is not about them it is not a reflection of any one personh or their value.
Managers can stress that they have a valur that is much broaderr than justtheir work, and they can encourage peoplr to focus on what they are good at. Fear mightr be prevalent during tougheconomic times, but it does not have to be an albatrosz for an organization. Organizations can continue to and even use this time to build a foundationn for a stronger organization in the Just realize what people are experiencing and what they and then meet people wherethey are. Kate Nelson is a partner in Change Guides LLC anda co-authort of “The Change Management Pocket and “The Eight Constantsz of Change.
” Reach her at