Mastering Team Management in Crisis: Insider Tips from an Event Agency Leader

A crisis impacts not just the financial health of a company but also the productivity and morale of its team. When leaders notice a “dull gaze” and anxiety among employees, it’s crucial to take immediate action. But what steps should be taken? Elena Gamanovich, a wedding organizer and founder of the event agency “Event Production By,” shares her insights.

Do Not Underestimate the Scale of Problems

It’s essential for managers to maintain transparency in communication, regardless of the situation. Pretending that your company is an “island of stability” amidst a crisis and uncertainty is counterproductive. If long-term clients are leaving, inform your team. If the company has only six months of financial reserves left, let them know.

When a leader openly addresses problems, it builds trust among employees. They appreciate the honesty and the fact that they are not being misled. This transparency shows the situation as it truly is.

Regularly Update the Team on the Company’s Status

A lack of information breeds rumors, gossip, and increases anxiety within the team. Without knowing what’s happening, people tend to misinterpret events.

Therefore, leaders must consistently update their teams on the company’s current status. Share information about clients and orders, highlighting areas of growth and decline. Explain the decisions made based on these factors.

In uncertain times, weekly updates are crucial. Choose a convenient format: video messages, written newsletters, or in-person meetings. You can even set a specific day and time, such as Wednesdays at 3:00 PM, for these updates.

Engage in Personal Conversations

Avoid simply announcing, “We are in a crisis. There’s no money. Pull yourselves together and work harder.” Instead, leaders should show genuine interest in their employees’ lives, understanding their concerns and needs.

Simple human interaction makes employees feel valued and cared for. This personal touch can significantly boost morale and productivity.

Monitor the Team’s Emotional State

Understanding the emotions of your team doesn’t require being a profiler. Emotions are expressed not just facially but also verbally. Listen to what people are saying: are they scared, anxious, lonely, or angry?

Pay special attention to more anxious employees and those prone to mood swings. If a leader feels competent in managing the team’s emotions, they should take an active role. If not, consider hiring a psychologist or offering psychological support services for employees.

Utilize Non-Material Motivators

During a crisis, budgets are often cut, leading to reduced salaries and bonuses. If retaining and motivating the team without significant financial investment is a priority, consider non-material incentives.

For example, offer additional days off, flexible working hours, and, most importantly, regularly praise and thank the team for their work and achievements.

Meet with the Team Offline More Often

If the team is working remotely, consider resuming in-person meetings. Online interactions make it difficult to fully grasp the nuances of behavior and mood. Face-to-face contact allows for better eye contact, physical interaction, and a more accurate sense of the team’s morale.

Moreover, the sense of belonging and community is much stronger offline than online.

Conduct Brainstorming Sessions

Crisis situations often bring about complex issues that require innovative solutions. Regular brainstorming sessions with the team can help generate new ideas and involve every member in problem-solving.

These sessions provide an opportunity to hear everyone’s thoughts and voices, leading to creative solutions and increased engagement.

For further reading on effective team management, you can refer to this Forbes article.