It’s only February, and 2024 has already been filled with cross-industry layoffs. Many companies, including Amazon, Paramount Global, Citigroup, Google, BlackRock, and Cisco have cut their workforces in the past eight weeks, which has greatly added to the general uneasiness in today’s job market. In tech alone, more than 40,000 employees have already been let go, per layoffs tracker Layoffs.fyi, and the rate doesn’t seem to be slowing down anytime soon.
What comes as a result of business layoffs is significant, not only for those who lose their jobs but also for those who manage to stick around. Experts say that after layoffs, many remaining employees become less trusting, less committed, and less satisfied with their work. 85% of surveyed workers are worried they’ll lose their jobs this year, per a recent MyPerfectResume survey, and employee morale is taking a serious hit. According to research by BizReport, roughly 70% of “layoff survivors” said their motivation at work has declined since the layoff, 66% report feeling overworked since the job cuts, and a third of those who survived a layoff believe that things will worsen for their company in the future.
All this said, as a manager, it can be a challenging time. Whether your organization is going through layoffs or not, stress is likely in the air, and you have the difficult job of trying to keep your team members’ spirits and productivity high amid so much uncertainty. So, how should you tackle low employee morale when so much is beyond your control?
Address the situation
If your company has recently laid off a number of employees, your team members could be feeling insecure about their jobs, experiencing survivor’s guilt, feeling a lack of clarity on how to move forward, or having doubts about the company’s stability – all of which can hinder performance and morale. So, rather than trying to brush these challenges aside and pretending like nothing’s wrong, be open about what’s going on. In a team meeting, do your best to honestly acknowledge how difficult it can be to navigate uncertain environments, and emphasize your commitment to supporting and advocating for your team members.
Lead with transparency
A great way to give your team members a sense of assurance in these somewhat unstable times is by emphasizing the information that you do know and making it clear that they can count on you to be transparent. Share updates that you receive that could provide greater clarity on how to move forward, and keep your team members in the know as new information presents. Even if there’s nothing very specific to share, simply being open about that fact can lead to greater trust among your team members.
Recognize resilience
In times of uncertainty, recognition is key to boosting employee morale. So, go out of your way to acknowledge your team members’ resilience. Take some time to write out a message in your team channel that spotlights each individual’s contributions and/or give your team members shoutouts in group meetings. The more you can convey that you recognize their impact and strength even in difficult times, the more assured they’ll feel knowing that you, as their leader, are aware of their value and contributions.
Advocate for your team members
Unlike in previous years, some experts believe that this year’s layoff trends are not indicative of sweeping cost-cutting efforts amid concerning economic conditions, but rather reflective of relatively healthy companies shuffling their priorities. That’s why, after layoffs, there may be room to advocate for compensation bumps for those still on your team and to identify new growth opportunities for them. When possible, offering rewards and helping your employees think about their success going forward is a great way to shift the narrative and help them feel more motivated.
Be positive
As a manager, your behavior and attitude can greatly influence employee morale, so projecting confidence in the company’s leadership and optimism about what’s coming in the future can make a real difference for your team members. While things are uncertain and you might not have all of the answers, it’s important to emphasize your trust that the decisions being made will ensure that the business is best positioned going forward. Additionally, if people on your team were let go, be very intentional about speaking highly of them if the topic comes up and conveying your appreciation for their work to set a positive tone for the employees who remain.
Build a sense of community
Find ways for your team members to spend time together in a light-hearted, non-work setting. Whether it’s scheduling a weekly team lunch where work talk is off limits, planning a group dinner, or coming up with a fun activity outside the office to bond and laugh together, seek out ways for your team to enjoy some quality, non-stressful time together. Even for remote teams, it’s still possible and beneficial to organize a non-work-related meeting here and there to create space for more casual, friendly exchanges. Especially in more uncertain times, bringing the team together and building that sense of belonging can really boost morale and well-being.
Thoughtfully check in
Remember that in challenging times, people cope in different ways, and it’s important to ask each employee what they need from you as their manager to feel seen and supported. Some team members may want more frequent check-ins to unpack how they’re feeling, some may prefer a simple message checking in, and some may not really want to get into it. Respect whatever it is they need from you right now and do your best to deliver. If applicable, you can also use these conversations to recommend other available support resources within your organization that may be able to provide additional help.
